Mental Health
Research funded by BOHRF is being very influential in shaping language and UK strategy on common mental health problems at work. It is also providing a robust evidence base for private and public sector policy and practice
Early Intervention following Trauma
The first organisation-based research on early interventions following events at work that may give rise to psychological trauma, and, in some cases, to post traumatic stress disorder, has recently been launched. The full research report is available here. A practical toolkit based on the research findings and the evaluation method used in the research host organisation is being prepared and will be posted here as soon as possible
The longitudinal research found that
- The trauma management procedures used at RMG are a safe response to trauma
- The 'support post trauma' (SPoT) protocol is effective in relaying information to employees about symptoms and further sources of support within the organisation
- Organisational activity which enhances an individual's feelings of support post-trauma (particularly practical support) is associated with lower symptoms at three months and lower absence at 12 months
The implications of these findings in relation to the National Institute for Health and Clinical excellence (NICE) guidelines on the treatment of psychological trauma and organisational approaches to trauma management are considered in the report.
Workplace interventions for people with common mental health problems: Evidence review and recommendations
The findings of this “gold standard” evidence review (1.7MB pdf) were launched in London and Edinburgh in September 2005. Over 200 senior managers, HR professionals, policy makers and health professionals from private and public sectors, DWP, Dept of Health and the Scottish Executive pooled their thoughts both on the findings and the key gaps in the evidence. Their roundtable discussion points on the way forwards for policy, practice and future research can be viewed and downloaded by clicking on the previous link.
In addition to the full review (1.7MB pdf), summaries for health professionals and for employers and employees have been produced and can be downloaded by clicking on the summary you want.
The review has looked at worldwide published research to find evidence based answers to the following questions:
- What is the evidence for preventative programmes at work and what are the conditions under which they are most effective?
- For those employees identified at risk, what interventions most effectively enable them to remain at work?
- For those employees who have had periods of mental ill health related sickness, what interventions most effectively support their rehabilitation and return to work?
One in six of the general population has common mental health problems at any one time, although some put the figure as high as one in four. The costs of work related mental health problems in the UK alone are estimated at £23.1 billion (2002/3 data).
Destructive Interpersonal Conflict in the Workplace: the effectiveness of management interventions
This report, by Helge Hoel and Sabir I Giga of the University of Manchester Business School, with contributions from Brian Faragher, was recently completed. Funded by The British Occupational Health Research Foundation, this research has resulted in the successful completion of the first academic anti-bullying intervention study, comparing the effectiveness of interventions across different organisational contexts and involving the implementation of a complex design in order to apply scientific rigour. A risk assessment tool focussing on issues relating to negative behaviour and bullying has been developed and its properties validated. Although the study was unable to establish beyond doubt the efficacy of a particular intervention, there is evidence to suggest that theoretically sound, well planned and aptly delivered interventions can make a difference, particularly when sufficient time is allocated and the proportion of staff being trained is significant enough to have an impact upon behaviour.
Unique Research on Job Control: Findings
The key findings of a unique piece of research by Dr Frank Bond and Dr David Bunce of Goldsmiths College, London and funded by The British Occupational Health Research Foundation, demonstrate that giving workers discretion over their job content, and thus some control over their jobs
- Improves attendance at work
- Improves mental health
- Improves commitment to the organisation and motivation
- Achieves substantial cost benefits
This is believed to be the first published research looking at job control in groups of workers who previously had no discretion over how their job should be done.
Last Update: 28-Jan-2008