Corporate Financing Frictions and Employee Mental Health

2021 ◽  
Author(s):  
Daniel Karpati ◽  
Luc Renneboog
Keyword(s):  
Mental Health ◽  
Corporate Financing ◽  
Financing Frictions ◽  
Employee Mental Health

Employee mental health treatment seeking: Perceptions of responsibility and resilience

2013 ◽  
Author(s):  
Skye K. Gillispie ◽  
Thomas W. Britt ◽  
Crystal M. Burnette ◽  
Anna C. McFadden ◽  
Chad R. Breeden
Keyword(s):  
Mental Health ◽  
Mental Health Treatment ◽  
Treatment Seeking ◽  
Health Treatment ◽  
Employee Mental Health

scholarly journals Workplace Change and Employee Mental Health: Results from a Longitudinal Study

2009 ◽  
Author(s):  
Wendy Loretto ◽  
Stephen Platt ◽  
Frank Popham
Keyword(s):  
Mental Health ◽  
Longitudinal Study ◽  
Workplace Change ◽  
Employee Mental Health

Occupational Health Nursing: Employee Mental Health

1980 ◽  
Vol 28 (9) ◽  
pp. 7-12 ◽  
Author(s):  
Belinda E. Puetz
Keyword(s):  
Mental Health ◽  
Occupational Health ◽  
Health Nursing ◽  
Employee Mental Health ◽  
Occupational Health Nursing

The bright and dark sides of social cyberloafing: Effects on employee mental health in China

2020 ◽  
Vol 112 ◽  
pp. 56-64 ◽  
Author(s):  
Jinnan Wu ◽  
Wenjuan Mei ◽  
Lin Liu ◽  
Joseph C. Ugrin
Keyword(s):  
Mental Health ◽  
Mental Health In China ◽  
Employee Mental Health

Organizational justice and employee mental health’s moderating roles in organizational identification

2015 ◽  
Vol 4 (1) ◽  
pp. 68-84 ◽  
Author(s):  
Sumita Rai
Keyword(s):  
Mental Health ◽  
Organizational Justice ◽  
Organizational Identification ◽  
Interactional Justice ◽  
Moderating Effect ◽  
Positive Interaction ◽  
Content Type ◽  
Employee Mental Health ◽  
The Impact

Purpose – The purpose of this paper is to test the impact of organizational justice on employees’ mental health. This paper is also an attempt to understand the moderating role of organizational identification on organizational justice and employee mental health. Design/methodology/approach – Standard questionnaires were used to collect data. A survey study was conducted in two multinational companies located in northern and southern part of India. The sample size of the study was 321. Findings – The result of hierarchical regression highlights that distributive and interactional justice were significantly correlated with employee mental health with positive interaction effect in the case of strong identification. Moderating effect of organizational identification on mental health and organizational justice was also found significant. Research limitations/implications – The theoretical development from this paper will contribute to organizational justice research presenting its impact on employee mental health. The moderating effect of organizational identification will bring a new dimension to understand the relationship of organizational justice and mental health. Practical implications – This study will provide insight to practicing manager to reinforce organizational justice practices at workplace. This will also help manager and leader to understand the identification level of employee with organization, and its impact on mental health. Originality/value – This paper explores all the three forms of organizational justice as antecedents. It also studied employee mental health as consequence and the role of organizational identification as moderator on justice and mental health.

scholarly journals Aging Workers: Work Environment as a Factor in Employee Mental Health

2015 ◽  
Vol 10 ◽  
Author(s):  
Wendy A. Coduti ◽  
Kristin Tugman ◽  
Susanne M. Bruyère ◽  
Valerie Malzer
Keyword(s):  
Mental Health ◽  
Quantitative Data ◽  
Qualitative Interviews ◽  
Cost Effective ◽  
Wellness Programs ◽  
Work Environments ◽  
Work Culture ◽  
Short Term ◽  
Seeking Help ◽  
Employee Mental Health

In 2014, the health and productivity team of the disability insurance provider, Unum, conducted a mixed methods study that included qualitative interviews with internal mental health disability claims professionals, and external interviews with employers. Quantitative data of 15 employers were analysed to identify descriptive statistics involving mental health short-term disability (STD) claims. Workplace factors were examined to understand best practices among companies, related to mental health STD, to identify work environments that may increase or decrease mental health disabilities. Quantitative data found workers aged 40 to 49 had the highest rates of mental health STD claims and workers aged 50 to 59 had the longest duration of absence. Anxiety and depression were the main reasons for mental health absences from work. Results from the qualitative interviews showed a supportive work culture (i.e., work–life balance, good benefits, successful wellness programs) may lead to higher STD claim rates, demonstrating workers in these environments may feel more comfortable disclosing and seeking help for mental health disabilities. Conclusions from this study indicate that although presenteeism rates for mental health are high and impact employers financially, having higher STD claim rates may be more cost effective than having employees with mental health conditions remain at work instead of filing STD claims, seeking treatment and returning to productive employment. Employee age can impact rate and duration of mental health STD claims, meaning employers should implement workplace practices that support overall mental health of employees.

Sign in / Sign up

Export Citation Format

Share Document