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This study aimed to identify instruments that may assist organizations with implementing an integrated approach to workplace mental health using three activities from the knowledge to action (KTA) framework. A scoping review of published and grey literature, supported by stakeholder (business end-user and researcher) consultation, identified work-specific instruments that were relevant to at least one of the three domains of an integrated approach to workplace mental health: 'prevent harm', 'promote the positive', and 'respond to problems'. A total of 207 instruments were located, and 109 instruments met eligibility criteria. 10 instruments were located that were relevant to multiple domains, however most instruments (n = 72) were relevant to the 'prevent harm' domain. Instruments relevant to the 'promote the positive' (n = 14) and 'respond to problems' (n = 13) domains were limited. Most instruments found were suitable for the 'monitor, review and improve' KTA activity. Further development of instruments that can assist with 'promote the positive' and 'respond to problems' strategies are required, specifically those instruments that can assist organizations with the 'identify gaps and opportunities' and 'identify priorities and design new/enhanced interventions' KTA activities.

There is evidence that movement-based microbreaks can improve the cardiovascular health of desk-based employees, but their effect on mood states is yet to be investigated. As daily work tasks can potentially result in the loss of physical and psychological resources, the objective of this study was to measure the effect of movement microbreaks during formal work time on mood states. In a randomized-controlled pilot study with repeated measures (baseline, post-test, washout) of self-reported job stress and mood states (fatigue and vigor), police officers ( N = 43) were exposed to movement microbreaks during work hours. A multivariate significant difference between groups was noted after the intervention period. Further analysis revealed that the experimental group reported a latent reduction in job-related stress after the 3-months washout period. Although the study was conducted with a small sample, our preliminary findings suggest that interrupting sedentary work with movement microbreaks may have beneficial effects on employee mental health. The implications of movement microbreaks for mitigating work-related stress of first responders, including police, is discussed, along with directives for future research., (Copyright © 2020 Mainsbridge, Cooley, Dawkins, de Salas, Tong, Schmidt and Pedersen.)

Mental health conditions such as depression and anxiety are prevalent and costly on both social and economic levels. Because a large proportion of the costs are borne by employers, organizations need to develop effective responses. We frame dealing with employee mental health issues as a reasonably common, but complex, managerial job demand that requires adequate preparation. Hence, we position the development of applied management knowledge (AMK) for effectively managing employee mental health issues as a critical objective for management education. Our study presents an analysis of qualitative data related to managers' experiences of working with an employee with a mental health issue that identifies forms of knowledge used and needed in these situations. Our findings indicate that managers reference specific forms of conceptual and procedural knowledge when (1) becoming aware of the employee's mental health issue; (2) exploring the workplace implications and developing an action response; (3) implementing the response and managing it as an ongoing situation, and (4) engaging in reflective learning. In order to begin the work of curriculum development, we provide a preliminary discussion of educational strategies that may aid in the development of this form of AMK and outline a number of priorities for future research and practice. [ABSTRACT FROM AUTHOR]

Workplace conditions and experiences powerfully influence mental health and individuals experiencing mental illness, including the extent to which people experiencing mental ill-health are 'disabled' by their work environments. This article explains how examination of the social suffering experienced in workplaces by people with mental illness could enhance understanding of the inter-relationships between mental health and workplace conditions, including experiences and characteristics of the overarching labour process. It examines how workplace perceptions and narratives around mental illness act as discursive resources to influence the social realities of people with mental ill-health. It applies Labour Process Theory to highlight how such discursive resources could be used by workers and employers to influence the power, agency and control in workplace environments and the labour process, and the implications such attempts might have for social suffering. It concludes with an agenda for future research exploring these issues. [ABSTRACT FROM AUTHOR]

Objective: Small-to-medium enterprises (SMEs) require specialized attention regarding workplace mental health (WMH), but can be challenging to engage in WMH promotion interventions. This cross-sectional study analyzed self-reported motivations of SME owner/managers who engaged in a WMH promotion intervention specifically designed for SMEs. Methods: Data from 297 SME owner/managers was thematically coded before conducting multinominal logistical regression analyses to determine reasons for engagement based on a series of predictors, including owner/manager psychological distress, recent experience of a stressful work event, and business confidence. Results: Owner/manager psychological distress, experience of a recent stressful workplace, and low 12-month business confidence incident were important predictors of engagement. Conclusion: The findings provide important insights into the uptake of a WMH promotion intervention, which can inform the design and future recruitment strategies for WMH promotion interventions within the SME sector. [ABSTRACT FROM AUTHOR]

The aim of this systematic review was to determine the quality and comprehensiveness of guidelines developed for employers to detect, prevent, and manage mental health problems in the workplace. An integrated approach that combined expertise from medicine, psychology, public health, management, and occupational health and safety was identified as a best practice framework to assess guideline comprehensiveness. An iterative search strategy of the grey literature was used plus consultation with experts in psychology, public health, and mental health promotion. Inclusion criteria were documents published in English and developed specifically for employers to detect, prevent, and manage mental health problems in the workplace. A total of 20 guidelines met these criteria and were reviewed. Development documents were included to inform quality assessment. This was performed using the AGREE II rating system. Our results indicated that low scores were often due to a lack of focus on prevention and rather a focus on the detection and treatment of mental health problems in the workplace. When prevention recommendations were included they were often individually focused and did not include practical tools or advice to implement. An inconsistency in language, lack of consultation with relevant population groups in the development process and a failure to outline and differentiate between the legal/minimum requirements of a region were also observed. The findings from this systematic review will inform translation of scientific evidence into practical recommendations to prevent mental health problems within the workplace. It will also direct employers, clinicians, and policy-makers towards examples of best-practice guidelines. [ABSTRACT FROM AUTHOR]