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Special Issue "Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World"

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A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Occupational Safety and Health".

Deadline for manuscript submissions: 31 March 2023 | Viewed by 7075

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Special Issue Editor

Dr. Yasuhiro Kotera

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Guest Editor

School of Health Sciences, University of Nottingham, Nottingham NG7 2TU, UK
Interests: mental health; cross-culture; self-compassion; mental health shame; intrinsic motivation; extrinsic motivation; self-care
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Special Issue Information

Dear Colleagues,

While the mental health of the general public is more actively discussed in many countries, one population that has attracted attention particularly is workforce. Healthy workforces tend to produce better and more output, and be happy and fulfilled along the way, whilst unhealthy ones do not. Workplace mental health is relevant to many individuals, and can have implications at an individual, organizational, and national level. Accordingly, this special issue focuses on employee mental health.

Moreover, this issue considers relevant mental health constructs including but not limited to shame, self-compassion, work engagement and work motivation. Studies that inform feasible, practical, and “real-life” solutions for challenging work mental health are especially welcomed, narrowing the gap between research and practice. Lastly, in order to offer helpful insights to today’s internationalized workplaces, research that evaluates the mental health across different cultures/contexts is recommended. This again follows an emphasis on narrowing the research-practice gap, increasingly identified in the occupational research.

We hope to receive your meaningful and impactful study manuscripts.

Dr. Yasuhiro Kotera
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. International Journal of Environmental Research and Public Health is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2500 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

workplace mental health
shame towards mental health
self-compassion
work engagement
work motivation
intrinsic motivation
international workplace
cross-cultural communication

Published Papers (6 papers)

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Research

Open AccessArticle

A Shorter Form of the Work Extrinsic and Intrinsic Motivation Scale: Construction and Factorial Validation

and

Int. J. Environ. Res. Public Health 2022, 19(21), 13864; https://doi.org/10.3390/ijerph192113864 - 25 Oct 2022

Viewed by 1304

Abstract

While workplace mental health has attracted attention in many countries, work motivation remains under-researched. Research identified that work motivation is associated with many organisational positive outcomes including workplace mental health. One well-recognised measure is the Work Extrinsic and Intrinsic Motivation Scale (WEIMS). Conceptualised on the Self-Determination Theory, this 18-item scale examines six types of work motivation: Intrinsic Motivation, Integrated Regulation, Identified Regulation, Introjected Regulation, External Regulation, and Amotivation. WEIMS can be too long for busy people at work. Accordingly, we constructed and validated a shorter form of WEIMS (SWEIMS), comprising 12 items that evaluate the same six work motivation types. Data collected from two professional samples were analysed to construct and validate the factorial structure: 155 construction workers (138 males and 17 females, Age 40.28 ± 11.05) and 103 hospitality workers (47 males and 56 females, Age 28.2 ± 8.6 years). Correlation analyses and confirmatory factor analyses were performed. Two items from each type were selected based on the strength of correlations with the target WEIMS subscale. SWEIMS demonstrated adequate internal consistency (α ≧ 0.65), and strong correlations with the original version of WEIMS (r = 0.73) in both samples. SWEIMS confirmatory factor analysis replicated the six-factor model of the original SWEIMS. SWEIMS can be a reliable, valid, and user-friendly alternative to WEIMS. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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Open AccessArticle

Onset of Work-Life Conflict Increases Risk of Subsequent Psychological Distress in the Norwegian Working Population

Andrea Rørvik Marti

Eirik Degerud

and

Tom Sterud

Int. J. Environ. Res. Public Health 2022, 19(20), 13292; https://doi.org/10.3390/ijerph192013292 - 14 Oct 2022

Viewed by 670

Abstract

We aimed to assess whether the onset of work-life conflict is associated with a risk of subsequent onset of psychological distress. Respondents from a randomly drawn cohort of the general Norwegian working population were interviewed in 2009 (T1), 2013 (T2), and 2016 (T3) (gross sample n = 13,803). Participants reporting frequent work-life conflict at T1 and/or psychological distress (five-item Hopkins Symptom Checklist mean score ≥ 2) at T2 were excluded to establish a design that allowed us to study the effect of the onset of work-life conflict at T2 on psychological distress at T3. Logistic regression analysis showed that the onset of frequent work-life conflict more than doubled the risk of the onset of psychological distress at T3 (OR = 2.55; 95% CI 1.44–4.51). The analysis of the association between occasional work-life conflict and psychological distress was not conclusive (OR = 1.21; 95% CI 0.77–1.90). No differential effects of sex were observed (log likelihood ratio = 483.7, p = 0.92). The calculated population attributable risk (PAR) suggests that 12.3% (95% CI 2.84–22.9%) of psychological distress onset could be attributed to frequent work-life conflict. In conclusion, our results suggest that the onset of frequent work-life conflict has a direct effect on the future risk of developing symptoms of psychological distress in both male and female workers. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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Open AccessArticle

Burnout, Social Comparison Orientation and the Responses to Social Comparison among Teachers in The Netherlands

Abraham Pieter Buunk

and

Veerle Brenninkmeijer

Int. J. Environ. Res. Public Health 2022, 19(20), 13139; https://doi.org/10.3390/ijerph192013139 - 12 Oct 2022

Viewed by 690

Abstract

(1) Background: Teaching is a profession in which burnout constitutes a prevalent issue and provides ample opportunity to compare oneself with one’s colleagues, i.e., social comparison. The purpose of this research in the Netherlands was to examine responses to social comparison, in relation to burnout, and to individual differences in social comparison orientation (SCO). (2) Methods: Study 1 employed a retrospective measure to assess responses to social comparison. In Study 2, teachers were confronted with a scenario describing either a well or a poorly functioning colleague. (3) Results: Burnout was associated with more negative responses to well and to poorly functioning colleagues, with a less positive response to well-functioning colleagues. This last effect was fully due to the degree to which one identified or contrasted oneself with this colleague. Especially among high-SCO individuals, identification with a well-functioning colleague was accompanied by a positive affect. High-burnout individuals reported more identification with poorly functioning colleagues, and more contrast and less identification with well-functioning colleagues. Responses to well-functioning colleagues were more strongly related to burnout among those high in SCO. (4) Conclusions: An especially negative affect after comparison with well-functioning colleagues is typical for individuals high in burnout, particularly among individuals with a dispositional tendency to compare themselves with others. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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Open AccessArticle

Mental Health of Japanese Workers: Amotivation Mediates Self-Compassion on Mental Health Problems

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Int. J. Environ. Res. Public Health 2022, 19(17), 10497; https://doi.org/10.3390/ijerph191710497 - 23 Aug 2022

Cited by 4 | Viewed by 1285

Abstract

Workplace mental health is a cause for concern in many countries. Globally, 78% of the workforce experienced impairment of their mental health in 2020. In Japan, more than half of employees are mentally distressed. Previously, research has identified that self-compassion (i.e., being kind and understanding towards oneself) and work motivation were important to their mental health. However, how these three components relate to each other remains to be elucidated. Accordingly, this study aimed to examine the relationship between mental health problems, self-compassion and work motivation (i.e., intrinsic motivation, extrinsic motivation and amotivation). A cross-sectional design was employed, where 165 Japanese workers completed self-report scales regarding those three components. A correlation and path analyses were conducted. Mental health problems were positively associated with amotivation and negatively associated with age and self-compassion. While intrinsic motivation and extrinsic motivation did not mediate the impact of self-compassion on mental health problems, amotivation did. The findings can help managers and organizational psychologists help identify effective approaches to improving work mental health. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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Open AccessArticle

Why Employees Experience Burnout: An Explanation of Illegitimate Tasks

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Int. J. Environ. Res. Public Health 2022, 19(15), 8923; https://doi.org/10.3390/ijerph19158923 - 22 Jul 2022

Viewed by 1073

Abstract

Among the many workplace stressors, a new type of stressor has been identified: illegitimate tasks. This newly identified type of stressor refers to work tasks that do not meet employee role expectations and constitute a violation of professional identity. To investigate illegitimate tasks’ mediating mechanisms and boundary conditions on job burnout, we examined a cross-level first-stage moderated mediation model with the collective climate as a moderator and psychological entitlement as a mediator. Grounded in the job demands–resources model (JD-R) and justice theory, the current study uniquely posits that illegitimate tasks can lead to burnout by way of psychological entitlement; however, this effect is less where collective climate is higher. Data were collected from 459 employees on 89 teams at enterprises in China. The results of the analysis, using HLM, MPLUS and SPSS revealed that illegitimate tasks stimulated employees’ psychological entitlement and led to job burnout. While employees’ psychological entitlement played a partially mediating role between illegitimate tasks and job burnout, a collective climate could weaken the stimulating effect of illegitimate tasks on employees’ psychological entitlement and then negatively affect the mediating effect of psychological entitlement between illegitimate tasks and burnout. The study reveals the antecedents of burnout from the perspective of job tasks and psychological entitlement, offers practical insight into the mechanism of illegitimate tasks on employee job burnout and recommends that organizations develop a collective climate to reduce employees’ psychological entitlement and job burnout for steady development of the enterprise. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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Open AccessArticle

Changes in Salivary Immunoglobulin A, Stress, and Burnout in a Workplace Mindfulness Intervention: A Pilot Study

Rosa Martínez-Borrás

Jaime Navarrete

Miguel Bellosta-Batalla

Cristina Martínez-Brotóns

and

David Martínez-Rubio

Int. J. Environ. Res. Public Health 2022, 19(10), 6226; https://doi.org/10.3390/ijerph19106226 - 20 May 2022

Cited by 1 | Viewed by 1308

Abstract

The purpose of this pilot study was to examine the effectiveness of a 6-week workplace mindfulness- and self-compassion-based intervention (MSCBI) on perceived stress, burnout, immune functioning (assessed with the biomarker Immunoglobulin A), self-compassion, and experiential avoidance compared to a Workplace Stress Management Intervention. Both interventions were contextual, i.e., they were carried out in the workplace setting and during working hours. We followed a randomised controlled trial study design. The total sample was composed of 24 employees of an automotive company. One-way analyses of covariance between groups revealed significant differences in post-intervention levels of perceived stress, salivary Immunoglobulin A (sIgA), emotional exhaustion, self-compassion, and experiential avoidance, after adjusting for pre-test scores. The results of this study have several implications. Firstly, it confirms that MSCBIs might be more effective than regular psychoeducational interventions for work-related stress and burnout treatment. Secondly, sIgA can be used to assess immune function state changes when MSCBIs are carried out. Furthermore, these results indicate that it is feasible to carry out MSCBIs within companies and during working hours, and that these interventions can help effectively manage stress and burnout associated with the work environment. Full article

(This article belongs to the Special Issue Mental Health of Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation in the Globalized World)

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