Veille février 2018 : Santé psychologique

risquephyscologiqueVoici les dernières parutions reliées à la santé psychologique. Parmi les sujets abordés : les absences médicales, le retour au travail, la communication, la reconnaissance au travail et les relations interpersonnelles, l’épuisement professionnel, l’impact des erreurs médicales sur le personnel, et l’intimidation au travail. Quelques recherches traitent du travail dans les établissements d’hébergement.

Les nouveautés incluent également des outils pratiques. Certains d’entre eux visent à faire connaître ou à faciliter la mise en oeuvre des recommandations de la norme CSA-Z1003 – Santé et sécurité psychologiques en milieu de travail. Enfin, trois articles abordent des approches pour la prévention du stress.

Accès aux documents : Les documents sans icône sont disponibles en accès ouvert. Pour les autres, deux icônes indiquent leur disponibilité:

Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Ressource en accès restreint (il faut la demander en PEB ou l’acheter de l’éditeur)

ressource disponible par abonnement (réseau ASSTSAS / CNESST)Ressource pour laquelle l’ASSTSAS ou un autre centre du réseau de la CNESST a un abonnement


Absence / Retour au travail
Communication, relations interpersonnelles et reconnaissance
Conseils et outils pratiques
Épuisement professionnel
Erreurs médicales
Établissements d’hébergement
Intimidation
Prévention du stress

Absence / Retour au travail

La santé mentale en milieu de travail, l’affaire de tous – le retour au travail.
Les enjeux entourant la santé mentale sont nombreux, s’ajoutant à l’incompréhension, la méconnaissance du sujet, au manque de ressources d’accompagnement ou de rigueur dans l’application des processus clinico-administratifs en gestion de la présence au travail d’une organisation publique ou privée.

Source: Dufresne, Manon. (2017). Le point en santé et services sociaux, 13(3), 44-47.
https://racorsm.org/sites/default/files/uploaded-documents/Le%20Point%20sant%C3%A9%20-%20Vol.%2013%2C%20no%203.pdf#page=44


Plan Ahead for the Injured Returning to Work.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Injured healthcare workers returning to work may need alternate duties as they continue healing, so planning ahead in that regard is highly recommended,

Source:Plan Ahead for the Injured Returning to Work. (2018).   Health, 37(3), 32‑33.
https://www.ahcmedia.com/articles/142188-plan-ahead-for-the-injured-returning-to-work


Psychosocial work environment and mental health-related long-term sickness absence among nurses.
We investigated which job demands and job resources were predictive of mental health-related long-term sickness absence (LTSA) in nurses. The data of 2059 nurses were obtained from the Norwegian survey of Shift work, Sleep and Health. Job demands (psychological demands, role conflict, and harassment at the workplace) and job resources (social support at work, role clarity, and fair leadership) were measured at baseline and linked to mental health-related LTSA during 2-year follow-up. Harassment was positively and social support at the workplace was negatively related to mental health-related LTSA, but both failed to discriminate between nurses with and without mental health-related LTSA during 2-year follow-up.

Source: Roelen, Corné A. M.; Hoffen, Marieke F. A. van; Waage, Siri; Schaufeli, Wilmar B.; Twisk, Jos W. R.; Bjorvatn, Bjørn; Moen, Bente E.; Pallesen, Ståle. (43132). International Archives of Occupational and Environmental Health, 91(2), 195-203.
https://link.springer.com/article/10.1007/s00420-017-1268-1


Communication, relations interpersonnelles et reconnaissance

‘Compassion practices’ improve nurses’ well-being, study shows.
Recognizing nurses for their compassionate care can boost morale and reduce their emotional stress, a recent study from Virginia Commonwealth University suggests.

Source: ‘Compassion practices’ improve nurses’ well-being, study shows. (2018, 23 janvier). Safety & Health Magazine.
http://www.safetyandhealthmagazine.com/articles/16599-compassion-practices-improve-nurses-well-being-study-shows


Compassion Practices, Nurse Well-Being, and Ambulatory Patient Experience Ratings.
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)This study examined the relationship between compassion practices (CP), nursing staff well-being and clinic-level patients’ experience ratings in the ambulatory clinic setting. CP are significantly and negatively associated with nurse emotional exhaustion and positively associated with nurse well-being and patient perceptions of the care experience in outpatient clinics. Supplemental analyses provide preliminary evidence that nurse well-being mediates the relationship between CP and patient ratings of their care experience.

Source: McClelland, L. E., Gabriel, A. S., & DePuccio, M. J. (2018). Compassion Practices, Nurse Well-Being, and Ambulatory Patient Experience Ratings. Medical Care, 56(1), 4‑10. https://doi.org/10.1097/MLR.0000000000000834


Effect of Meaningful Recognition on Critical Care Nurses’ Compassion Fatigue.
As caregivers in high-pressure environments, critical care nurses are at risk for burnout and secondary trauma—components of compassion fatigue. This study examines the effect of meaningful recognition and other predictors on compassion fatigue in a multicenter national sample of critical care nurses. Meaningful recognition was a significant predictor of decreased burnout and increased compassion satisfaction. Additionally, job satisfaction and job enjoyment were highly predictive of decreased burnout, decreased secondary traumatic stress, and increased compassion satisfaction. Authors conclude that in addition to acknowledging and valuing nurses’ contributions to care, meaningful recognition could reduce burnout and boost compassion satisfaction.

Source: Kelly, Lesly A.; Lefton, Cindy. (42746). American Journal of Critical Care, 26(6), 438-444.
http://ajcc.aacnjournals.org/content/26/6/438


Preventing empathic distress and social stressors at work through nonviolent communication training: A field study with health professionals.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)One major source of mental health problems in health professionals are personally demanding encounters at work. Thus, a crucial prevention focus is the development of emotional and social skills necessary to effectively manage interactions with clients, colleagues, and supervisors. This study evaluates an employee training in nonviolent communication (NVC) within a public health organization. We found a promotion of communication skills in participants as evidenced by increased emotion verbalization behavior and enhanced use of NVC at work. Empathic distress declined, and an increase of social stressors at work was prevented by enhanced emotion verbalization. NVC training can be an effective means to foster emotional and interpersonal skills and to prevent empathic distress and social stressors at work in individuals working in socioemotionally challenging settings. Possible causal mechanisms explaining the training effects are discussed.

Source: Wacker, Renata; Dziobek, Isabel. (43101). Journal of Occupational Health Psychology, 23(1).
http://dx.doi.org/10.1037/ocp0000058


The effectiveness of assertiveness communication training programs for healthcare professionals and students: A systematic review.
(document à accès restreint)Communication errors have a negative impact on patient safety. It is therefore essential that healthcare professionals have the skills and confidence to speak up assertively when patient safety is at risk. This paper reports the findings from a systematic review of the effectiveness of assertiveness communication training programs for healthcare professionals and students. Interventions to improve assertive communication were reported to be effective to some degree with all targeted groups except experienced anaesthesiologists. Face-to-face and multimethod programs, support from leaders, teamwork skills training and communication techniques adapted from the aviation industry were identified as appropriate approaches for optimising the effectiveness of assertiveness communication training programs. Future research should consider evaluation of sustained effect on behaviour change and patient safety.

Source: Omura, Mieko; Maguire, Jane; Levett-Jones, Tracy; Stone, Teresa Elizabeth. (43040). International Journal of Nursing Studies, 76, 120-128.
http://www.journalofnursingstudies.com/article/S0020-7489(17)30200-6/abstract


Conseils et outils pratiques

Agir contre le stress au travail (Infographie).
Des sentiments constants de pression, d’inquiétude ou de tension en milieu de travail peuvent avoir un effet profond sur notre santé physique et mentale et sur le rendement des organisations. Ce document infographique met en évidence certains des facteurs susceptibles de causer des préjudices psychologiques et physiques en milieu de travail ainsi que des mesures que les employeurs peuvent prendre pour aider à gérer et à prévenir le stress au travail, en plus d’instaurer une culture organisationnelle saine.

Source: Agir contre le stress au travail (Infographie). (2018, 22 janvier). Centre canadien d’hygiène et de sécurité au travail (CCHST).
http://images.cchst.ca/products/infographics/download/Workplace_Stress.jpg


Health and safety committees can be mental health champions.
COS-mag échange avec la spécialiste Elizabeth Rankin Horvath sur la Norme nationale du Canada sur la santé et la sécurité psychologiques en milieu de travail, dont l’application est volontaire, et sur le rôle que peuvent jouer les CPSST pour adresser les questions de santé psychologique.

Source: Health and safety committees can be mental health champions. (2018). http://www.cos-mag.com/psychological-health-safety/videos/929-health-and-safety-committees-can-be-mental-health-champions/


Mentally healthy workplaces toolkit.
This toolkit provides practical tools and resources for employers, managers and leaders to create workplaces that are mentally healthy.

Source: Mentally healthy workplaces toolkit. (2017). Workplace Health and Safety Queensland.
https://www.worksafe.qld.gov.au/__data/assets/pdf_file/0007/147589/mentally-healthy-workplaces-toolkit-mobile.pdf


Outil en ligne pour agir contre le stress en milieu de travail.
Le stress en milieu de travail est un risque pour la santé et la sécurité qui peut avoir une incidence importante sur la santé des travailleurs. S’attaquer à ce danger est désormais un peu plus facile. Les OHCOW et le (CCHST) ont collaboré pour créer StressAssess, un outil de sondage en ligne pour aider les milieux de travail à cerner et à réduire les dangers psychosociaux pouvant mener au stress et au préjudice psychologique.

Source: Outil en ligne pour agir contre le stress en milieu de travail. (2018, janvier). Le Rapport sur la santé et la sécurité, 16(7).


Protégeons la santé mentale au travail.
Ensemble exhaustif de ressources uniques et gratuites, conçues pour protéger et promouvoir la santé et la sécurité psychologiques en milieu de travail. Ces ressources permettent aux employeurs d’évaluer et de résoudre des problèmes parmi les 13 facteurs psychosociaux reconnus comme ayant une forte influence sur la santé organisationnelle, la santé des employés et les résultats financiers. Au coeur de PSMT se trouve un outil d’enquête et des rapports sommaires comparant vos résultats avec un échantillon représentatif à l’échelle nationale en 2016. Des propositions de stratégies, des feuilles de travail pour la planification et des ressources d’évaluation sont fournies pour vous aider à agir dans votre milieu de travail.

Source: Gilbert; Bilsker; Shain; Samra; Centre canadien d’hygiène et de sécurité au travail. (n.d.). Protégeons la santé mentale au travail, .
http://www.psmt.ca/


Risques psychosociaux. 9 conseils pour agir au quotidien.
Ce guide donne aux managers (chefs d’entreprise, encadrement intermédiaire, DRH) des clés de compréhension pour agir en prévention des risques psychosociaux. Il fournit 9 conseils pour agir au quotidien : évaluez la charge de travail, donnez de l’autonomie à vos salariés, soutenez vos collaborateurs, témoignez de la reconnaissance, donnez du sens au travail, agissez face aux agressions externes, communiquez sur les changements, facilitez la conciliation travail et vie privée et bannissez toute forme de violence.

Source: Risques psychosociaux. 9 conseils pour agir au quotidien. (2016, juin).
http://www.inrs.fr/media.html?refINRS=ED%206250


The Urgency of Creating a Culture of Caring: Start with You!.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)With the high costs associated with staff turnover, creating a culture that cares for and about nurses could be the most significant recruitment tool for a healthcare organization. Professional coaching can greatly enhance opportunities for improving resilience, re-energizing and re-engaging leadership and staff, and breathing new life into an organization’s culture. It can also lead to a healthy bottom line. Kim Richards explores the possible impacts on outcomes if the more than three million nurses nationwide would commit to a lifestyle of self-care.

Source: Richards, Kim. (2017). Journal of the Association of Occupational Health Professionals in Healthcare, 37(4), 19-22.
https://aohp.org/aohp/Portals/0/Documents/MemberServices/journal/17%20Fall%20Journal%20-web.pdf?ver=2018-01-25-121304-320


Time to brush up on your mental health skills: Formal programming required for psychologically safe workplace.
A « mentally healthy workplace » is one in which mental health promotion is used to reduce risk factors associated with the development of mental illness. A « psychologically safe workplace » is one that employs strategies focused on preventing psychological injuries, such as stress-induced emotional conditions.

Source:  Jones, G. (2018). Time to brush up on your mental health skills: Formal programming required for psychologically safe workplace. Canadian Occupational Safety, (December-January 2018), 10.
http://www.cos-mag.com/psychological-health-safety/columns/time-to-brush-up-on-your-mental-health-skills/


Épuisement professionnel

Effort–reward Imbalance, Work–privacy Conflict, and Burnout Among Hospital Employees.
(document à accès restreint)Studies investigating the relative importance of effort–reward imbalance and work–privacy conflict for burnout risk between professional groups in the health care sector are rare and analyses by educational attainment within professional groups are lacking. This study of 1422 hospital employees in Switzerland found that work–privacy conflict is a strong predictor for burnout, while effort–reward imbalance only had a minor effect on burnout in tertiary-educated medical professionals.

Source: Häusler, Nadine; Bopp, Matthias; Hämmig, Oliver. (2018, 12 février). Journal of Occupational and Environmental Medicine, Prépublication.
https://journals.lww.com/joem/Abstract/publishahead/Effort_reward_Imbalance,_Work_privacy_Conflict,.98722.aspx


Job Burnout in Mental Health Providers: A Meta-Analysis of 35 Years of Intervention Research.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)This systematic review synthesizes studies from 1980 to 2015. Analysis suggests that person-directed interventions were more effective than organization-directed interventions at reducing emotional exhaustion and that job training and education was the most effective organizational intervention subtype. Authors find that only limited progress has been made on reducing job burnout and recommend that researchers implement a wider range of tailored interventions and incorporate longer follow-up periods.

Source: Dreison, Kimberly C.; Luther, Lauren; Bonfils, Kelsey A.; Sliter, Michael T.; McGrew, John H.; Salyers, Michelle P. (2018, janvier). Journal of Occupational Health Psychology, 23(1), 18-30.
http://dx.doi.org/10.1037/ocp0000047


Les médecins plus dépressifs et épuisés que leurs concitoyens
Si la santé physique des résidents et des médecins est généralement meilleure que celle de la population, on ne peut pas en dire autant de leur santé mental.

Source: Ste-Marie, M. (2018, 1 février). Profession Santé.
http://www.professionsante.ca/medecins/ma-pratique/gestion-sante-des-medecins/les-medecins-plus-depressifs-et-epuises-que-leurs-concitoyens-44465


Managerial Quality and Risk of Depressive Disorders Among Danish Eldercare Workers: A Multilevel Cohort Study.
(document à accès restreint)This article has two research aims. First, to test the hypothesis that both individual-level and workplace-mean managerial quality predict onset of depressive disorders in a cohort of Danish eldercare workers. Second, to conduct an explorative, that is, hypothesis-generating analysis, examining whether the association between individual-level managerial quality and risk of depressive disorders is different in workplaces with high and low workplace-mean managerial quality, respectively.

Source: Rugulies, Reiner; Jakobsen, Louise M.; Madsen, Ida E. H.; Borg, Vilhelm; Carneiro, Isabella G.; Aust, Birgit. (2018, février). Journal of Occupational and Environmental Medicine, 60(2), 120.
https://journals.lww.com/joem/Fulltext/2018/02000/Managerial_Quality_and_Risk_of_Depressive.2.aspx


Meaningful Recognition Fights Nurse Burnout.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Nurses demonstrate clinical skill and patient compassion so routinely that it is little wonder they are designated the most trusted profession year after year. But such routine excellence can have its toll in terms of burnout and “compassion fatigue.”

Source: Meaningful Recognition Fights Nurse Burnout. (2018). Hospital Employee Health, 37(3), 29‑31.
https://www.ahcmedia.com/articles/142186-meaningful-recognition-fights-nurse-burnout


Ontario expanding PTSD presumption to include nurses.
Nurses would receive same coverage as paramedics, police officers.

Source: Canadian Occupational Safety, (December-January 2017).
http://www.cos-mag.com/psychological-health-safety/35429-ontario-expanding-ptsd-presumption-to-include-nurses/


Predictors of Moral Distress in a US Sample of Critical Care Nurses.
Moral distress in registered nurses causes decreased job satisfaction, turnover in staffing, burnout, and heightened states of psychological distress. This study aims to explore the relationships among the severity of moral distress, the practice environment, and patient safety in a national sample of critical care nurses. Authors conclude that modifications of organizational factors such as the development of healthy work environments that promote collegial relationships could reduce moral distress among critical care nurses.

Source: Hiler, Catherine A.; Hickman, Ronald L.; Reimer, Andrew P.; Wilson, Kimberly. (2018, janvier). American Journal of Critical Care, 27(1), 59-66.
http://ajcc.aacnjournals.org/content/27/1/59


Promoting personal resources and reducing exhaustion through positive work reflection among caregivers.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients’ homes. Results show that emotional exhaustion and fatigue were reduced for the intervention group. Primarily, caregivers with a high need for recovery at baseline benefited from the intervention. Overall, the findings show that caregivers benefit from a daily positive work reflection intervention, particularly when their baseline levels of resources and well-being are low.

Source: Clauss, Elisa; Hoppe, Annekatrin; O’Shea, Deirdre; González Morales, M. Gloria; Steidle, Anna; Michel, Alexandra. (2018, 15 janvier). Journal of Occupational Health Psychology, 23(1), 127-140.
http://dx.doi.org/10.1037/ocp0000063


What’s Driving Physician Burnout? Constant Change.
ressource disponible par abonnement (réseau ASSTSAS / CNESST)A recent survey of healthcare leaders cited “change fatigue” as one of the primary drivers of burnout among healthcare workers, particularly physicians who work with a traditional autonomy that carries some risk of becoming isolating and depressing.

Source: 

What’s Driving Physician Burnout? Constant Change. (2018). Hospital Employee Health, 37(2), 18‑20.
https://www.ahcmedia.com/articles/142028-whats-driving-physician-burnout-constant-change

Erreurs médicales

A National Study Links Nurses’ Physical and Mental Health to Medical Errors and Perceived Worksite Wellness.
(document à accès restreint)The aim of this study was to describe (1) nurses’ physical and mental health; (2) the relationship between health and medical errors; and (3) the association between nurses’ perceptions of wellness support and their health. Compared with nurses with better health, those with worse health were associated with 26% to 71% higher likelihood of having medical errors. There also was a significant relationship between greater perceived worksite wellness and better health. Authors conclude that wellness must be a high priority for health care systems to optimize health in clinicians to enhance high-quality care and decrease the odds of costly preventable medical errors.

Source: Melnyk, Bernadette Mazurek; Orsolini, Liana; Tan, Alai; Arslanian-Engoren, Cynthia; Melkus, Gail D’Eramo; Dunbar-Jacob, Jacqueline; Rice, Virginia Hill; Millan, Angelica; Dunbar, Sandra B.; Braun, Lynne T.; Wilbur, JoEllen; Chyun, Deborah A.; Gawlik, Kate. (2018, 13 février). Journal of Occupational and Environmental Medicine, 60(2), 126.
https://journals.lww.com/joem/Abstract/2018/02000/A_National_Study_Links_Nurses__Physical_and_Mental.3.aspx


Suffering in Silence: Medical Error and its Impact on Health Care Providers.
(document à accès restreint)The objectives of this article are to 1) discuss the impact medical error has on involved provider(s), 2) provide potential reasons why medical error can have a negative impact on provider mental health, and 3) suggest solutions for providers and health care organizations to recognize and mitigate the adverse effects medical error has on providers.

Source: Robertson, Jennifer J.; Long, Brit. (2018, 9 février). The Journal of Emergency Medicine, Prépublication.
https://www.sciencedirect.com/science/article/pii/S0736467917311678


Établissements d’hébergement

Development and content validation of a questionnaire to assess moral distress among social workers in long-term care facilities.
(document à accès restreint)Despite the significance of ethical issues faced by social workers, research on moral distress among social workers has been extremely limited. The aim of the current study is to describe the development and content validation of a unique questionnaire to measure moral distress among social workers in long-term care facilities for older adults in Israel. After the content validation process the questionnaire in its final version, consisted of 17 items and included two scales, measuring the frequency of morally loaded events and the intensity of distress that followed them. We believe that the questionnaire can contribute by broadening and deepening ethics discourse and research, with regard to social workers’ obligation dilemmas and conflicts.

Source: Lev, Sagit; Ayalon, Liat. (2018, 11 janvier). Social Work in Health Care, Prépublication.
https://doi.org/10.1080/00981389.2017.1414096


Factors related to intention to stay in the current workplace among long-term care nurses: A nationwide survey.
(document à accès restreint)This study aims to identify the factors associated with long-term care nurses’ intention to stay in their current workplace. Significant predictors of long-term care nurses’ intention to stay in the workplace include work engagement, support from the nurse manager, perceived quality of care process and educational opportunities, as well as various specific reasons for initially choosing their workplace. Negative predictors include emotional exhaustion and depersonalization. Neither nurses’ qualifications nor patient medical acuity were associated with intent to stay.

Source: Eltaybani, Sameh; Noguchi-Watanabe, Maiko; Igarashi, Ayumi; Saito, Yumiko; Yamamoto-Mitani, Noriko. (2018). International Journal of Nursing Studies, 80, 118-127.
https://www.sciencedirect.com/science/article/pii/S0020748918300191


Managerial Quality and Risk of Depressive Disorders Among Danish Eldercare Workers: A Multilevel Cohort Study.
(document à accès restreint)This article has two research aims. First, to test the hypothesis that both individual-level and workplace-mean managerial quality predict onset of depressive disorders in a cohort of Danish eldercare workers. Second, to conduct an explorative, that is, hypothesis-generating analysis, examining whether the association between individual-level managerial quality and risk of depressive disorders is different in workplaces with high and low workplace-mean managerial quality, respectively.

Source: Rugulies, Reiner; Jakobsen, Louise M.; Madsen, Ida E. H.; Borg, Vilhelm; Carneiro, Isabella G.; Aust, Birgit. (2018, février). Journal of Occupational and Environmental Medicine, 60(2), 120.
https://journals.lww.com/joem/Fulltext/2018/02000/Managerial_Quality_and_Risk_of_Depressive.2.aspx


Intimidation

Nurses’ perceptions of teamwork and workplace bullying.
(document à accès restreint)The purpose of this study was to explore the association between nurses’ perceptions and attitudes of teamwork and workplace bullying. A majority of nurses believed that teamwork was an important vehicle for providing quality patient care. Two thirds of the nurses reported the presence of important variables such as leadership, trust and communication on their teams. Despite these positive perceptions, a third of the nurses reported being bullied and half observed others being bullied. A number of effective team skills were associated with fewer occurrences of workplace bullying.

Source: Logan, Todd R.; Michael Malone, D. (2018, 13 février). Journal of Nursing Management, Prépublication.
http://onlinelibrary.wiley.com/doi/10.1111/jonm.12554/abstract


Workplace bullying in risk and safety professionals.
The present study addresses the issue of bullying directed at risk and safety professionals. Those experiencing workplace bullying were more likely to engage in a range of coping behaviors. Workplace bullying also predicted pressure to make or change a risk or safety based decision. Work related and physically intimidating bullying were particularly important for this aspect of professional practice. Authors conclude that risk and safety professionals require additional support in relation to workplace bullying and specifically guidance to resist pressure to make or change a risk or safety based decision.

Source: Brewer, Gayle; Holt, Barry; Malik, Shahzeb. (2018, 9 février). Journal of Safety Research, Prépublication.
http://www.sciencedirect.com/science/article/pii/S0022437517301159


Prévention du stress

Internet-based stress management for distressed managers: results from a randomised controlled trial.
Objective The aim of this randomised controlled trial (RCT) was to evaluate the efficacy of a guided internet-based stress management intervention (iSMI) among distressed managers compared with a attention control group (AC) with full access to treatment-as-usual. Participants in the iSMI intervention reported significantly less symptoms of perceived stress and burnout compared with controls, at postassessment. Significant medium-to-large effect sizes were also found for depression, insomnia and job satisfaction. Long-term effects (6 months) were seen on the mental health outcomes.

Source: Asplund, Robert Persson; Dagöö, Jesper; Fjellström, Ida; Niemi, Linnea; Hansson, Katja; Zeraati, Forough; Ziuzina, Masha; Geraedts, Anna; Ljótsson, Brjánn; Carlbring, Per; Andersson, Gerhard. (2018, 1 février). Occup Environ Med, 75(2), 105-113.
http://oem.bmj.com/content/75/2/105


Resilience Training for Work-related Stress Among Health Care Workers: Results of a Randomized Clinical Trial Comparing In-person and Smartphone-delivered Interventions.
(document à accès restreint)The aim of this study was to assess whether an in-person mindfulness-based resilience training (MBRT) program or a smartphone-delivered resiliency-based intervention improved stress, well-being, and burnout in employees at a major tertiary health care institution. Both the MBRT and the smartphone groups showed improvements in well-being, whereas only the MBRT group showed improvements in stress and emotional burnout over time. The active control group did not demonstrate sustained improvement on any outcome. Findings suggest that brief, targeted interventions improve psychological outcomes and point to the need for larger scale studies comparing the individual and combined treatments that can inform development of tailored, effective, and low-cost programs for health care workers.

Source: Mistretta, Erin G.; Davis, Mary C.; Temkit, M’hamed; Lorenz, Christopher; Darby, Betty; Stonnington, Cynthia M.. (2018, 13 février). Journal of Occupational and Environmental Medicine, Prépublication.
https://journals.lww.com/joem/Abstract/publishahead/Resilience_Training_for_Work_related_Stress_Among.98721.aspx


Workplace risk management practices to prevent musculoskeletal and mental health disorders: What are the gaps?.
Un ensemble considérable de preuves montre l’impact des risques psychosociaux liés au travail sur les troubles musculosquelettiques et de santé mentale. Cette étude a examiné les pratiques de gestion des risques dans deux secteurs industriels de l’Australie présentant un risque élevé de troubles musculosquelettiques et de santé mentale : les établissements d’hébergement et le secteur transports et logistique. Elle évalue aussi l’efficacité des mesures prises pour gérer les risques psychosociaux.

Source: Oakman, Jodi; Macdonald, Wendy; Bartram, Timothy; Keegel, Tessa; Kinsman, Natasha. (2018, 29 janvier). Safety Science, 101, 220-230.
http://www.sciencedirect.com/science/article/pii/S0925753516307032


Un commentaire sur “Veille février 2018 : Santé psychologique

Laisser un commentaire

Entrez vos coordonnées ci-dessous ou cliquez sur une icône pour vous connecter:

Logo WordPress.com

Vous commentez à l'aide de votre compte WordPress.com. Déconnexion /  Changer )

Photo Google+

Vous commentez à l'aide de votre compte Google+. Déconnexion /  Changer )

Image Twitter

Vous commentez à l'aide de votre compte Twitter. Déconnexion /  Changer )

Photo Facebook

Vous commentez à l'aide de votre compte Facebook. Déconnexion /  Changer )

w

Connexion à %s