Managing Minds at Work: Development of a Digital Line Manager Training Program.
Managing Minds at Work: Development of a Digital Line Manager Training Program.
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DOI：
10.3390/ijerph19138006
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发表时间：
2022-06-29
影响因子：
--
通讯作者：
Thomson, Louise
中科院分区：
文献类型：
--
作者：
Blake, Holly;Vaughan, Benjamin;Bartle, Craig;Yarker, Jo;Munir, Fehmidah;Marwaha, Steven;Daly, Guy;Russell, Sean;Meyer, Caroline;Hassard, Juliet;Thomson, Louise
精神疾病是因病缺勤的主要原因，造成了沉重的经济负担。迫切需要采取工作场所干预措施，支持雇主预防劳动力中的精神疾病。工作心态管理是一种数字干预措施，旨在支持直线经理通过预防性方法促进工作中更好的心理健康。这项干预措施是心理健康和生产力试点项目的一部分，这是一项更广泛的举措，旨在支持英国中部地区的雇主改善未来工作场所的心理健康和福祉。该研究的目的是在可行性测试之前描述工作中的管理思维数字培训计划的设计和开发。我们采用了协作参与式设计，涉及协同设计（用户作为合作伙伴）和以用户为中心的设计原则（试点和可用性测试）。使用敏捷方法与利益相关者虚拟实践社区共同创建干预内容。开发流程被映射到医学研究委员会 (MRC) 框架的核心要素，用于开发和评估复杂的干预措施。该计划涵盖五个广泛领域：(i) 提高直线管理人员的自我护理技巧； (ii) 设计工作以防止与工作相关的压力； (iii) 预防和减轻压力的管理能力； (iv) 与员工讨论心理健康问题； （五）营造心理安全的工作环境。利益相关者认为它适合任何类型的组织，无论其规模或资源如何。与技术接受模型 (TAM) 一致的试点和可用性测试（n = 37 项调查）表明，跨部门、组织类型和规模的管理者认为该计划有用、相关且易于使用。我们发现了对管理者态度和行为意图的积极影响，这些态度和行为意图与预防心理疾病和促进工作中良好的心理健康有关。下一步是与直线经理在不同的就业环境中探讨“工作中管理思想”的可行性和可接受性。
Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and Productivity Pilot, a wider initiative aimed at supporting employers across the Midlands region of the United Kingdom to improve the future of workplace mental health and wellbeing. The aim of the study is to describe the design and development of the Managing Minds at Work digital training program, prior to feasibility testing. We adopted a collaborative participatory design involving co-design (users as partners) and principles of user-centred design (pilot and usability testing). An agile methodology was used to co-create intervention content with a stakeholder virtual community of practice. Development processes were mapped to core elements of the Medical Research Council (MRC) framework for developing and evaluating complex interventions. The program covers five broad areas: (i) promoting self-care techniques among line managers; (ii) designing work to prevent work-related stress; (iii) management competencies to prevent and reduce stress; (iv) having conversations with employees about mental health; (v) building a psychologically safe work environment. It was considered by stakeholders to be appropriate for any type of organization, irrespective of their size or resources. Pilot and usability testing (n = 37 surveys) aligned with the Technology Acceptance Model (TAM) demonstrated that the program was perceived to be useful, relevant, and easy to use by managers across sectors, organization types, and sizes. We identified positive impacts on manager attitudes and behavioral intentions related to preventing mental ill-health and promoting good mental wellbeing at work. The next step is to explore the feasibility and acceptability of Managing Minds at Work with line managers in diverse employment settings.
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影响因子：
5.1
作者：
Dimoff, Jennifer K.;Kelloway, E. Kevin
通讯作者：
Kelloway, E. Kevin
影响因子：
7.3
作者：
DAVIS, FD
通讯作者：
DAVIS, FD
DOI：
10.1111/jcpp.13258
发表时间：
2020-08
期刊：
Journal of child psychology and psychiatry, and allied disciplines
影响因子：
--
作者：
Bevan Jones R;Stallard P;Agha SS;Rice S;Werner-Seidler A;Stasiak K;Kahn J;Simpson SA;Alvarez-Jimenez M;Rice F;Evans R;Merry S
通讯作者：
Merry S
DOI：
10.3390/healthcare10010056
发表时间：
2021-12-29
期刊：
Healthcare (Basel, Switzerland)
影响因子：
--
作者：
Blake H;Somerset S;Greaves S
通讯作者：
Greaves S
DOI：
10.3390/ijerph17010379
发表时间：
2020-01-01
影响因子：
--
作者：
Blake, Holly;Somerset, Sarah;Evans, Catrin
通讯作者：
Evans, Catrin