Cet article propose un modèle multiniveaux des déterminants de la santé mentale dans la main d'œuvre qui postule que les contraintes et les ressources engagées simultanément par la personnalité des agents, les structures du quotidien et les structures macrosociales génèrent un stress pouvant provoquer des réactions non désirées telles que de la détresse psychologique. À partir de ce modèle, la contribution spécifique de la structure professionnelle et des conditions de l'organisation du travail a été évaluée. Les résultats soutiennent le modèle et militent pour un élargissement des perspectives théoriques pour la recherche en santé mentale au travail.

This study examined the relationship between perceived work environment variables and bullying behaviours among 180 workers from the public service, elementary school, health care, and potash mine industries located on the Canadian prairies. The results indicate that a heavy workload and a poor team atmosphere predicted a composite measure of bullying as well as two of its components: work being undermined and belittlement. Belittlement was also predicted by low job autonomy and unfair treatment. The findings suggest that potential mechanisms for discouraging aggressive and bullying behaviours are to promote empowerment, coworker support, balanced workloads, and the fair treatment of employees.

Depuis 2 larges décennies, la globalisation bat son plein dans les sociétés dites développées, soulevant de criants enjeux parmi lesquels se présente aujourd'hui le risque global de surcharge mentale au travail. La période 1980-2006, afférente au nouveau monde global, est effectivement caractérisée par la toute nouvelle division internationale du travail. Mais le contexte d'ordre globalitaire est aussi le creuset d'un individualisme croissant, d'une culture du risque et d'une incertitude nouvelle, comme il est caractérisé par diverses logiques-clés (marchande, productive, cyber, dromocratique), tous ces éléments concourant à l'actuelle (sur)charge mentale des individus.

This investigation is a nested case control study based on a large cohort of sawmill workers employed in 14 sawmills in British Columbia (BC) in Western Canada. The purpose of the study was to assess the association between objectively measured physical and psychosocial work conditions and objectively measured mental health outcomes using a longitudinal study design. The investigation ensured that all cases and controls were free of mental health disease for a 5-year period prior to commencement of the study. The study found that Sikh sawmill workers had elevated odds for all the mental health outcomes investigated, and that workers with low duration of employment had elevated odds for adjustment reaction and acute reaction to stress. After controlling for sociodemographic and nonphysical/nonpsychosocial work condition confounders, high psychological demand was associated with elevated odds for neurotic disorder.

Two surveys were conducted to examine the prevalence and severity of burnout in physicians. In the first survey, a total of 1,161 Alberta physicians responded to a series of demographic questions and 4 burnout measures, including a modified Maslach Burnout Inventory (MMBI). In the second survey, a total of 2,251 Canadian physicians completed the Boudreau Burnout Questionnaire (BBQ) as part of the Canadian Medical Association Physician Resource Questionnaire. Using these measures of burnout and the Phase Model approach, physician burnout levels were identified. Overall, 45.7% of Canadian physicians and 48.6 to 55.5% of Alberta physicians were classified as being in the advanced phases of burnout.

The present study tests a psychosocial model of factors predicting emotional exhaustion and state anger in 333 nurses who worked during the severe acute respiratory syndrome (SARS) outbreak. Predictors included working conditions, feedback, risk of contracting SARS, and perceived organizational support. Results of path analysis revealed that working conditions contributed significantly to an increase in perceived SARS threat, which led to increased emotional exhaustion and state anger. Positive feedback was directly and positively related to organizational support. Higher levels of organizational support predicted lower perceived SARS threat, emotional exhaustion, and state anger. Implications for health-care providers are discussed.

L'article traite de l'organisation du travail infirmier dans les unités de soins de longue durée d'un grand centre d'hébergement et de soins de longue durée de la région de Montréal. À partir des résultats d'une enquête en psychodynamique du travail, l'auteure illustre comment l'organisation du travail en place au moment de l'étude est source de souffrance et menace la santé mentale des participantes. Les diverses stratégies défensives déployées par celles-ci afin d'être en mesure de poursuivre et d'accomplir leur travail en attestent. Le contexte spécifique de travail prévalant dans l'institution est décrit afin d'ancrer l'analyse réalisée.

This study explores the types of company policies and benefits that are associated with variations in return to work for workers with depression-related disability. Three financial institutions essentially following the same regulations and with a similar rate of depression-related short-term disability experienced some striking differences in their return-to-work outcomes. This mixed method study seeks to understand differences in the work environments and more specifically in disability management practices, and reflects on how these differences might have contributed to variations in return to work. Five themes emerged during the analysis of the qualitative data: (a) changing work environment, (b) leadership with respect to disability, (c) supportive managers, (d) accountability, and (e) cross-functional coordination. The similarities and differences among the three companies with respect to these themes help increase our understanding of the differences in the return-to-work outcomes.

This study examines the business case for well-being interventions in the workplace by examining the individual and organizational outcomes of stress, anxiety, and depression. A case study of 2,507 employees from a financial services firm provided data to examine the firm-specific relations between psychological distress and outcome variables. Canonical correlation analyses found that burnout, negative productivity, life satisfaction (-), and physical health (-) were all related to stress, anxiety, and depression. More specifically, stress and depression showed the strongest positive associations with burnout and negative productivity. The results suggest that a strong business case can be made for trying to alleviate psychological problems in the workplace by focusing attention on the costs associated with burnout and reduced productivity. We argue that tailored business-case rationales are needed at the firm level in order to advance meaningful and sustained intervention strategies.

This study examines characteristics of work sites related to the establishment of Employee Assistance Programs (EAPs) and drug testing programs. A sample of 633 human resources managers at work sites with 100 or more employees across Canada completed a questionnaire on their work site characteristics and the types of programs available (response rate = 77.8%). Work sites with EAPs had significantly (p < .01) fewer visible minorities, were more likely to be unionized (p < .0001), and had less hierarchical management styles (p < .00001) than work sites without EAPs. For drug testing programs, significant differences were found across provinces (p < .00001) for work sites that delivered goods to the United States (p < .01), and for those in the safety-sensitive work sectors (p < .00001). Results suggest that the presence of an EAP is an indication of an employee benefit and is more likely to exist in work sites with nonhierarchical management styles, and that drug testing programs are linked to geopolitical issues and safety concerns.

This research study portrays work initiatives for persons with serious mental illness in Canada. It considers 2 earlier papers on vocational programs and services to point out developments and current status in the field. Through a content analysis of documents collected from work initiatives across Canada, core values, models, and practices in the area of work integration are presented. Findings point to a consistent belief in the capacity of consumers to develop their work potential, to engage in the labour force, and to experience the many benefits of work. Results also reveal evidence of an increased emphasis on consumer initiatives, partnerships within the community, and negotiation of environmental factors, including workplace accommodations. Examples of work initiatives are provided, and suggestions for further research are offered.

The topic of mental illness and work has been examined in terms of consumer needs and issues; however, there is limited research from the employers' perspective. The purpose of this study is to examine the experiences of employers who have supervised individuals with mental illness. This qualitative, grounded theory study consists of semistructured interviews with 5 employers (4 female, 1 male). Results and conclusions shed light on the needs of employers so that they may better facilitate the return to work or the maintenance of work of individuals with mental illness.

Despite the recent focus on work in community mental health, there has been little discussion about how consumers come to think about their future for work and careers. Little is known about how the experience of mental illnesses affects career development. Using a grounded theory approach, this study explores how consumers come to understand their potential for work. The findings confirm the importance of work and career development and the need to address these issues in community mental health services. Specifically, the analysis highlights how the experience of living with mental illnesses results in feelings of uncertainty about the future and doubt about one's capacity for work. This paper explores how mental illnesses interrupt and disrupt career development, and analyzes the process of how consumers begin to consider possibilities for the future and rebuild their identities as workers.

Effective management of mental illness in the workplace has been identified as critical to decreasing its impact and developing a healthy workplace. Educational programs targeting managers have been held up as one way of developing effective management practices. While there are recommendations for what managers should do and how they should do it, there is little literature reflecting the managers' voices and what they value. For example, what skills would they like to learn related to mental illness and the workplace? What questions do they have about mental illness? What is their preference for how the material is delivered? Without answers to questions such as these, it is difficult to develop effective training programs for this key group. This paper seeks to add to the body of knowledge about designing mental health training programs for managers. We analyze responses of managers who attended workshops designed to teach them skills to address workplace mental health problems. The paper's three main objectives are to identify (a) aspects of the workshop most valued by participants, (b) areas of information and support managers consider helpful, and (c) barriers in the workplace that make managing mental illness challenging.

This article presents the overall research design and preliminary results of an intervention study on work organization and health which integrates the 3 phases of intervention research: development, implementation, and effectiveness. The demand-latitude-support and effort-reward-imbalance models were used to assess adverse work organization factors. Psychological distress was measured using the Psychiatric Symptoms Index. The intervention development phase in a major department of a public organization revealed an excess of psychological demands, job strain, low reward, effort-reward imbalance, and psychological distress compared to reference populations, and allowed workers to identify 5 priorities for action. The implementation phase showed that changes that were put into effect were consistent with those priorities.

The objectives of the current systematic review are (a) to describe psychological return-to-work (RTW) interventions for people with mental health problems and/or physical injuries, and (b) to summarize the impact of these RTW interventions on work and health outcomes. Three conventional systematic review methods were used, and 14 studies were identified. The most popular psychological interventions focus on coping strategies, problem-solving strategies, and belief/attitude adjustments. These components are most often grouped together under the broad label, cognitive behavioural approach, an approach which has yielded significant results in terms of RTW and health improvement outcomes. Other key interventions include communication between stakeholders and the involvement of each framework level (i.e., individual, group, and organization) in the RTW process, supported by follow-up in the community.

Predictors of occupational impairment were assessed in 60 people seeking cognitive-behavioural treatment for posttraumatic stress disorder (PTSD). It was hypothesized that symptoms of reexperiencing, hyperarousal, and depression would predict work impairment because these symptoms are characterized by features that should interfere with work functioning (e.g., concentration difficulties, reduced motivation). These symptoms, and not other symptoms associated with PTSD, predicted occupational impairment. Treatment-related reductions in reexperiencing, hyperarousal, and depression were also correlated with treatment-related improvements in occupational functioning. Results suggest that occupational functioning might be improved by developing ways of better treating reexperiencing, hyperarousal, and depression in patients with PTSD.

The purpose of this study was to reach a better understanding of the factors involved in the work reintegration process among employees of the Quebec Civil Service who were absent from work because of a mental health problem, as certified by a medical doctor. A qualitative approach was used based on data obtained from interviews. Analysis of the data allowed researchers to reconstruct these people's experience at various stages of the process of work reintegration, their interpretation of these events, and their responses to the difficulties they met. The results support the notion that the inability to work and return to work are constructs that relate not only to employees' health, but also to management practices that influence the work reintegration process. Support from colleagues and superiors, improvement in the conditions that contributed to the work interruption, a progressive return to work, and better cohesion between absence management practices and support measures are key factors in ensuring that the employee returns to work and remains in the workplace.