Mental health and well-being practices, outcomes and productivity: A causal analysis

心理健康和福祉实践、结果和生产力：因果分析

• 批准号: ES/W010216/1
• 负责人: Stephen Roper
• 金额: $ 214.4万
• 依托单位: University of Warwick
• 依托单位国家: 英国
• 项目类别: Research Grant
• 财政年份: 2022
• 资助国家: 英国
• 起止时间: 2022 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FW010216%2F1
• 关键词: Mental; health; well; being; practices

The 'productivity gap' between the UK and its international competitors has been widely discussed. In 2019 UK productivity was 83 per cent of that in France and the US and 86 per cent that of Germany. In 2020, UK industry productivity growth rates were also negative, potentially exacerbating the pre-pandemic productivity gap. OECD evidence also suggests that mental health in the UK may have been particularly seriously impacted by the pandemic. Between 2019 and 2020 the proportion of people experiencing anxiety rose in a number of countries (Belgium, Czech Republic, Denmark, France and the UK) with the UK registering the highest level of anxiety of any country studied in 2020 - 33 per cent (OECD 2021, Figure 1.20, p. 179). This pattern is likely to have exacerbates the pre-pandemic, productivity costs of poor mental health and well-being in the UK, which were estimated at £42bn - £45bn. Despite the scale of the impact of poor employee mental health and productivity we know little about the outcomes (causal effects) when employers implement mental health and well-being practices on employees' mental health and well-being and even less about the causal mechanisms through which poor MH&W influences firm-level productivity. The 2020 Australian Productivity Commission report on mental health concluded, for example, that 'there is limited evidence on the effectiveness of these interventions ... there has been difficulty in establishing the effectiveness of different programs and initiatives' (Productivity Commission, 2020, p. 342). Our ambitious aim here is to address this gap in our understanding and to establish the causal mechanisms through which firms' adoption of mental health and well-being (MH&W) practices can benefit productivity and productivity improvement. Which MH&W practices have the greatest benefit for employee mental health? Which have the greatest benefit for employee well-being? And, how do these effects impact firm-level productivity? Understanding these linkages is critical both during the recovery from Covid-19 and its attendant mental health impacts and in building higher and sustainable productivity in future years. Our study adopts an inter-disciplinary and mixed-methods approach integrating perspectives from management studies and economics relating to the productivity benefits of the adoption of management practices with insights from work and occupational psychology relating to the well-being benefits of employers' actions. Our methodological approach is longitudinal involving a mix of econometric, statistical and observational research methods. Capitalising on and developing existing data sources we will follow around 1500 firms across the East and West Midlands of England through the lifetime of the grant and examine the activities and well-being of work groups and individuals within these firms. Longitudinal analysis - both qualitative and quantitative - will allow causal relationships to be established, i.e. activities in period 1 leading to outcomes in subsequent periods. This project will compliment another major project - the Mental Health and Productivity Pilot (MHPP) - to which the Nottingham and Warwick teams are also contributing (https://mhpp.me/) funded by the Midlands Engine. Study findings will contribute to the literatures on management practices, occupational health and firm level productivity improvement. Project outcomes will guide employers in supporting good employee mental health and well-being and so contribute to productivity improvement. Outcomes will also be relevant to support organisations working with businesses to develop healthy workplaces and productivity upgrading and the project is strongly supported by a range of public and private sector organisations (see letters of support).

人们广泛讨论了英国与其国际竞争对手之间的“生产率差距”。2019年，英国的生产率是法国和美国的83%，是德国的86%。2020年，英国工业生产率增长率也为负值，有可能加剧大流行前的生产率差距。经济合作与发展组织的证据还表明，英国的心理健康可能受到了大流行的特别严重影响。2019年至2020年间，许多国家(比利时、捷克共和国、丹麦、法国和英国)的焦虑症患者比例有所上升，其中英国的焦虑感最高，为33%(OECD 2021，图1.20，第179页)。这种模式很可能加剧了大流行前的情况，即英国糟糕的心理健康和福祉造成的生产率成本，估计为420亿至450亿GB。尽管糟糕的员工心理健康和生产率的影响很大，但我们对雇主实施心理健康和幸福实践对员工心理健康和幸福感的结果(因果影响)知之甚少，更不了解糟糕的MH&W影响公司层面生产率的因果机制。例如，2020年澳大利亚生产力委员会关于精神健康的报告得出结论，“关于这些干预措施的有效性的证据有限……很难确定不同计划和倡议的有效性”(生产力委员会，2020年，第342页)。我们雄心勃勃的目标是解决我们理解中的这一差距，并建立因果机制，通过这些机制，公司采用心理健康和福祉(MH&W)实践可以有利于生产率和生产率的提高。哪些MH&W实践对员工的心理健康有最大益处？哪些对员工的福祉有最大的好处？那么，这些效应如何影响企业层面的生产率呢？理解这些联系在从新冠肺炎及其带来的心理健康影响中恢复期间以及在未来几年建立更高和可持续的生产力方面都是至关重要的。我们的研究采用跨学科和混合方法的方法，综合了管理学和经济学关于采用管理做法的生产率好处的观点，以及与雇主行动的福利好处有关的工作洞察力和职业心理学。我们的方法是纵向的，包括计量经济学、统计学和观察性研究方法的混合。利用和开发现有的数据源，我们将在赠款的整个生命周期内跟踪英格兰东部和西部米德兰兹郡约1500家公司，并检查这些公司内工作组和个人的活动和福祉。纵向分析--既有定性的，也有定量的--将能够确定因果关系，即第1期的活动导致以后各期的结果。这个项目将是对另一个主要项目--精神健康和生产力试点项目的补充--诺丁汉和华威团队也在为该项目做出贡献(https://mhpp.me/)由米德兰兹引擎资助)。研究结果将有助于有关管理实践、职业健康和企业层面生产率提高的文献。项目成果将指导雇主支持良好的员工心理健康和福祉，从而有助于提高生产率。结果也将与支持组织与企业合作开发健康的工作场所和提高生产率相关，该项目得到了一系列公共和私营部门组织的大力支持(见支持函)。

项目成果

An exploration of mental health and well-being workplace practices within family firms

家族企业内心理健康和福祉工作场所实践的探索

• 发表时间: 2022
• 作者: Lenihan N

From adversity to advice: Survival threats as a trigger for sustained engagement with external business support in small firms

• DOI: 10.1177/02662426221105004
• 发表时间: 2022-06
• 期刊: International Small Business Journal
• 作者: H. Jibril;Maria Wishart;S. Roper

Training for line managers should focus on primary prevention of mental ill-health at work.

• DOI: 10.1177/17579139231157528
• 发表时间: 2023-05
• 期刊: PERSPECTIVES IN PUBLIC HEALTH
• 影响因子: 5.8
• 作者: Blake, H.;Hassard, J.;Bartle, C.;Thomson, L.
• 通讯作者: Thomson, L.

Line managers: The emotional labour of managing workplace mental health issues

直线经理：管理工作场所心理健康问题的情绪劳动

• 发表时间: 2022
• 作者: Wishart M

Workplace Mental Health in Midlands firms 2022: Baseline Report

2022 年中部地区企业工作场所心理健康：基线报告

• 发表时间: 2023
• 作者: Wishart M.