Development and Initial Validation of a Questionnaire Measuring Self-management Strategies that Promote Psychological Health at Work.

BACKGROUND: Self-management strategies have been identified as a promising avenue to promote mental health and functioning at work. However, the absence of a validated questionnaire to assess the use of strategies that can be adopted in the workplace has limited empirical research on this topic. This study seeks to develop and validate a questionnaire measuring mental health self-management strategies used by workers to promote their mental health and functioning at work: the Workplace Mental Health Self-Management Questionnaire (WMHSQ). METHODS: An initial list of 72 self-management strategies was generated from the content of 25 interviews conducted with workers experiencing depressive or anxiety symptoms. Content experts on mental health at work identified the 47 most relevant items. To validate the WMHSQ, 365 workers completed the WMHSQ and criterion-related measures (depressive and anxiety symptoms, work functioning, self-management and coping). Two weeks later, 235 participants completed the WMHSQ once again. RESULTS: Principal component analysis revealed a four-factor solution composed of 21 self-management strategies: Managing Thoughts and Emotions, Managing Recovery, Managing Relationships and Managing Tasks. The WMHSQ shows adequate internal consistency and test-retest reliability. Correlational analyses support convergent and concurrent validity. LIMITATIONS: Since this is an initial psychometric validation of the WMHSQ, only an exploratory factor analysis was performed. It will therefore be important to validate the structure of this new psychometric tool through confirmatory factor analysis in a subsequent study. CONCLUSIONS: The strategies identified in the WMHSQ can form the basis for developing practical tools and interventions to promote mental health self-management at work.

[Social support practices from colleagues and relatives that promote the functioning of workers living with anxious or depressive symptoms]. / Les pratiques de soutien social des collègues et des proches qui favorisent le fonctionnement des travailleurs vivant avec des symptômes anxieux ou dépressifs.

Anxiety and depression are among the most common mental disorders in the workplace and represent one of the leading causes of disability among workers. Symptoms related to these disorders have important repercussions for workers and organizations, such as a decrease in job satisfaction, as well as various difficulties in functioning at work (e.g., presenteeism, absenteeism). Social support from colleagues and relatives represents a promising lever to support the numerous workers living with symptoms of depression or anxiety. Objective The aim of this study was to identify the social support practices of relatives and colleagues that are perceived as being beneficial to the work functioning of individuals with anxiety or depressive symptoms. Method To do this, we conducted semi-structured interviews with workers presenting symptoms of anxiety or depression (n=25) in order to explore their experiences regarding the social support they received. A 6-step thematic analysis was then performed. Results The results of our research identified 30 social support practices and grouped them into 5 broad functions: friendship (e.g., laughing with colleagues, contacting loved ones through technology or social networks during working hours), emotional support (e.g., listening, resolving conflicts quickly), social support (e.g., sharing experiences with others), instrumental support (e.g., helping with work-related or non-work-related tasks), informational support (e.g., giving advice to help reduce anxiety or depressive symptoms), and validation (e.g., normalizing or de-dramatizing situations). Conclusion In short, this study provides a relevant portrait of the various social support practices that relatives and colleagues can put forward to promote the functioning of workers presenting symptoms of anxiety or depression.

Feeling better at work! Mental health self-management strategies for workers with depressive and anxiety symptoms.

BACKGROUND: The aim of this study was to identify self-management strategies that can be used in a workplace setting by workers living with depression and anxiety. METHODS: A two-round Delphi study was conducted among three panels of experts: (1) employees living with anxiety or depression (n = 31); (2) managers of employees living with anxiety or depression (n = 12); and (3) researchers with expertise in workplace mental health (n = 15). Participants had to indicate whether each of 60 self-management strategies was applicable at work, and how useful each was for managing their symptoms while working. They could also reformulate or add strategies that were then evaluated in the second round. RESULTS: A total of 60 existing and new self-management strategies were retained following the two rounds. Most useful strategies refer to the ability to set boundaries, maintain work-life balance, identify sources of stress and create positive relationships with supervisor and colleagues. Panels differed in their assessment of the usefulness of strategies focusing on employees' empowerment. LIMITATIONS: Most participants were from Canada, limiting the generalizability of the results. CONCLUSION: The self-management strategies identified in this study should be included in programs focusing on mental health at work and disseminated to employees living with depression and anxiety. Managers should take employee's perspective into account when searching for solutions to help them. Future research should use an inductive approach to identify strategies that are specifically related to the workplace setting. Quantitative studies are also needed to evaluate the effect of such strategies on work functioning.