Mothers' parental divorce experience in childhood and their children's mental health: Mediating role of maternal education.

BACKGROUND: Adverse childhood experiences (ACEs) of mothers have been shown to be associated with children's mental health and behavior problems. It is important to identify effective intervention points to prevent negative consequences among children. This study aimed to investigate whether mothers' education is protective against children's depressive symptoms in families with mothers who experienced parental divorce in childhood. METHODS: Data from a cross-sectional study of 5th and 8th grade children and their caregivers in a prefecture in Japan were used. Final analytic sample consisted of 9666 child-caregiver pairs. Mediation analyses using inverse odds weighting were performed where the exposure was maternal experience of parental divorce in childhood, outcome was child depressive symptoms, and potential mediators were maternal education beyond high school, maternal mental health, and household income. RESULTS: Maternal experience of parental divorce was associated with an elevated risk of child depressive symptoms (risk ratio: 1.22, 95 % confidence interval (CI): 1.07-1.39). Mediation analyses indicated that the combination of maternal education, maternal depression and household income mediated about half of the total effect. In the model where maternal education was the sole mediator, maternal education mediated nearly half of the total effect (risk ratio: 1.10, 95 % CI: 1.01-1.20). LIMITATIONS: Results should be cautiously interpreted given observational and cross-sectional nature of the data. CONCLUSIONS: Maternal education beyond high school may be protective against negative mental health consequences among children due to mothers' experience of parental divorce. Further studies are needed regarding potential mechanisms and the roles of other potential mediators.

A Life Worth Living: Evidence on the Relationship Between Prosocial Values and Happiness.

Employees with a desire to help others provide benefits to their organization, clients, and fellow workers, but what do they get in return? We argue that the prosocial desire to help others is a basic human goal that matters to an individual's happiness. We employ both longitudinal and cross-sectional data to demonstrate that work-related prosocial motivation is associated with higher subjective well-being, both in terms of current happiness and life satisfaction later in life. Cross-sectional data also suggest that perceived social impact (the belief that one's job is making a difference) is even more important for happiness than the prosocial desire to help. The results show that the relationship between prosocial motivation and happiness is not limited to government employees, suggesting that in this aspect of altruistic behavior, public and private employees are not so different.

A cost-benefit analysis of Wisconsin's screening, brief intervention, and referral to treatment program: adding the employer's perspective.

OBJECTIVE: A previous cost-benefit analysis found Screening, Brief Intervention, and Referral to Treatment (SBIRT) to be cost-beneficial from a societal perspective. This paper develops a cost-benefit model that includes the employer's perspective by considering the costs of absenteeism and impaired presenteeism due to problem drinking. METHODS: We developed a Monte Carlo simulation model to estimate the costs and benefits of SBIRT implementation to an employer. We first presented the likely costs of problem drinking to a theoretical Wisconsin firm that does not currently provide SBIRT services. We then constructed a cost-benefit model in which the firm funds SBIRT for its employees. The net present value of SBIRT adoption was computed by comparing costs due to problem drinking both with and without the program. RESULTS: When absenteeism and impaired presenteeism costs were considered from the employer's perspective, the net present value of SBIRT adoption was $771 per employee. CONCLUSIONS: We concluded that implementing SBIRT is cost-beneficial from the employer's perspective and recommend that Wisconsin employers consider covering SBIRT services for their employees.