Sante Mentale au Quebec最新文献

Objective Managers play an important role in supporting employees returning to work after long-term sick leave. However, little research has focused on the support practices that these managers use when dealing with employees returning to work after burnout. This exploratory study has two objectives. First, it outlines the variety of return to work (RTW) support practices implemented by managers. Second, it describes these managers' perceptions of burnout. We argue that these perceptions of burnout influence the type of support that they provide. Method A series of semi-structured interviews were conducted with 13 volunteer managers to describe the RTW support practices in place and their perceptions of burnout. All managers had been confronted, at least once, with supporting a team member's RTW after burnout (absence of more than one month). Results Managers provide four types of RTW support, including minimal support, collective support, and progressive support. Results are consistent with the general hypothesis and show a relationship between the perceptions of burnout and the type of support provided. Supervisors' perceptions of burnout have an impact on the type, amount, and effectiveness of their support. Conclusion In terms of practical implications, the results indicate that managers need training on burnout, its causes, and its consequences for RTW. They also need training in managing the emotions involved in supporting employees returning to work. The results also show the need to institutionalize collective procedures and systems to support RTW in order to reduce the risk of stigmatization and to promote inclusion and job retention.

Objectives The literature highlights the role of the manager in the successful return to work (RTW) after an absence due to common mental disorders (e.g., depressive disorders). However, few studies have specifically examined the influence of leadership style in this context, thus limiting the knowledge that could inform effective behaviors in organizational settings for sustainable RTW. This paper aims to examine the role of leadership and support practices developed by managers and employers in the context of RTW. Two studies are presented. The first study analyzes the influence of leadership style (transformational vs. authoritarian) and perceived organizational support on employees' retention after their RTW. The second study examines the extent to which managers and employers perceive their ability to implement practices recognized in the literature as promoting sustainable RTW.

Method: In Study 1, 84 employees who had returned to work after a long-term sickness responded to an online questionnaire (Qualtrics). Among them, 70% were on sick leave due to a common mental disorder (CMD). In Study 2, which was international in scope, 30 employers and human resources managers and 28 managers responded to an online questionnaire (LimeSurvey). This questionnaire focused on RTW practices for employees on sick leave due to a CMD, covering the entire RTW sequence.

Results: Study 1: Multiple regression analysis highlights that transformational leadership plays a significant role in reducing burnout and the intention to leave the job, unlike authoritarian leadership, while enhancing the perception of organizational support. Furthermore, the mediating role of SOP and burnout in the effect of transformational leadership on the intention to leave has been demonstrated. Study 2: Descriptive analyses indicate that employers and human resources managers find it easier to communicate rules to the various RTW stakeholders within the organization. However, their self-efficacy is lower when it comes to supporting managers in implementing work accommodations for the affected employees. With respect to managers, they feel capable of establishing measures that promote the sustainable RTW of team members. However, they find it more challenging to adopt RTW practices during the employee's sick leave and to implement preventive measures for relapses.

Conclusion: These two studies highlight the importance of supportive attitudes in job retention and identify areas of difficulty encountered by managers. The discussion presents research perspectives and recommendations to better support managers, employers, and human resources managers.

Introduction Supported employment, financed by the French Government since 2016, has demonstrated its positive impact on employment access and retention for people declaring a mental health disorder (40% of people supported in 2022). Objective The objective of the analysis of avoided costs, led by the Agence nouvelle des solidarités actives (Ansa) in 2021 and 2022, was to measure the economic impact of supported employment on public finances. This analysis focused on three types of costs: social benefits, psychiatric hospitalizations, and medical leave. Method The method consisted of collecting information from supported employment clients to compare these costs over three years (the year before supported employment and the following 2 years). In total, 462 people responded to the questionnaire, including 136 people over 2 consecutive years. These 2 samples were representative of the entire population of supported employment clients (9,300 people at the end of 2022). Results This analysis demonstrates significant avoided costs with, on average, a saving of 802 euros per person during the first year and 1,213 euros per person during the second year of supported employment. If we extrapolate to the total number of clients at the end of 2023, this constitutes a saving of 7.3 million euros for the year 2022 alone and this only on the 3 types of costs observed. The largest part of avoided costs can be attributed to a significant drop in the cost of psychiatric hospitalizations (-56% over 2 years) and in the cost of social benefits (-8.5% over two years). This analysis also demonstrates that the avoided costs are greater for people declaring a mental health disorder (average avoided cost amounts around 2,200 euros per year). This difference is largely explained by the drop in the number of psychiatric hospitalizations, whether as a percentage of people hospitalized (from 18% the year preceding entry to 9% and 12% over the following 2 years) and by the reduction in the average number of days of hospitalization (from 31 days in the year preceding entry to 20 days in subsequent years). For this public, we also see a slight decrease in the cost of medical leave (-16% over 2 years). Conclusion From a purely economic point of view, this analysis demonstrates a greater impact of supported employment for people suffering from mental health disorders and the need to strengthen links with mental health professionals to orient people towards supported employment.

Domestic violence is now an international social issue. Although some countries have been slow to respond, many have developed interventions based on an empowerment approach. This article examines a number of psychological variables and their impact on the implementation of an accountability approach in a group of participants from France and Canada (Quebec). The variables examined are traumatic and dissociative symptoms, attachment and suicide risk. Although these factors are crucial, they have been little studied, even though they may have an impact on the quality of support provided to perpetrators of domestic violence. Objectives Our objectives were to identify the psycho-socio-criminological profiles of perpetrators of domestic violence who had attended a course or an intervention group. We also wanted to compare these two groups and their respective support in order to hypothesize about the implementation of an accountability process in relation to certain psychological variables. Method A total of 57 men were interviewed, 38 from France and 19 from Quebec, who completed questionnaires on attachment, suicide risk, traumatic and dissociative symptoms, and socio-demographic data. Results The French and Quebec groups of men were similar in terms of their socio-demographic profiles, but there were significant differences in the types of violence reported. The Quebec group reported more sexual violence than the French group, while the French group reported more physical violence than the Quebec group. There were no significant differences in the results of the questionnaires on attachment and suicide risk, but the questionnaires on traumatic and dissociative symptoms were significantly higher among the Quebec perpetrators of domestic violence. Conclusion These differences may be explained by differences in the recruitment sites, the level of self-reflection and the time between the act of violence and the research interview. Secondary prevention work needs to be carried out so that perpetrators of domestic violence can identify their difficulties and verbalise and mentalise the issues that affect them. In addition, the obligation to attend training courses on responsibility, as proposed in France, seems appropriate but not sufficient. Individual meetings with a counsellor or psychologist, as a complement to these courses or groups, could help to increase the level of responsibility for the act and encourage more in-depth work. This awareness could in turn reduce the risk of re-offending and intergenerational transmission.

The return to work (RTW) of an employee on sick leave for a common mental disorder can be hampered by various obstacles, including complex or conflictual interpersonal relationships. These dynamics may be accompanied by complex emotions that are poorly regulated or difficult for the employee to identify. Emotion-focused psychotherapy, developed by Leslie Greenberg (2020), offers techniques to promote better emotional regulation, which can support a more harmonious RTW. This article aims to present a set of specific techniques enabling people to deal with the complex and maladaptive emotions that arise in the context of difficult relationships, whether real or anticipated, during RTW. Firstly, the rationale behind working with emotions in psychotherapy and the importance of emotional regulation in a person's functioning will be presented. The techniques of focusing, empty-chair dialogue, and two-chair dialogue will then be explained, together with their specific objectives. These interventions are illustrated using a clinical vignette involving an employee on leave for an adjustment disorder with relationship difficulties with his immediate superior. Although promising, this innovative intervention applied to the specific context of RTW will need to be tested to assess both the employee's emotional functioning and to evaluate the effectiveness of the intervention.

Introduction and Objective As part of the conference Crossed Perspectives on Mental Health and Return to Work, held in Montreal in 2021, a white paper was produced to highlight 10 solutions aimed at promoting mental health in the workplace and facilitating return to work (RTW). Examples include actions such as formalizing the RTW process with common guidelines for personalized follow-up, training managers on mental health prevention and employees support during their RTW, and generating evidence-based data to better understand and promote sustainable and healthy return to work after medical leave. Three years later, during a roundtable discussion at the inaugural conference of the International Community of Practice on Mental Health and Work (CoP-SMT in French), the objective was to revisit these solutions by engaging stakeholders involved in employee support and company representatives. Method During the round table, eight individuals holding executive positions in RTW services or management roles in public and private organizations from Belgium, France, and Quebec were invited to select one or two solutions from the white paper. They were asked to share which solutions they had implemented or wished to implement in their work contexts. Additionally, participants were encouraged to identify one or two priority actions they deemed essential for discussion at the next conference in 2027. A synthesis of their responses are presented as the outcome of this exercise. Results and Conclusions The results provide insight into current practices, challenges, and needs identified by the experts consulted, helping to outline research directions to support the implementation of practices/initiatives across different countries. These reflections also consider emerging responsibilities and evolving roles of various stakeholders involved. Notably, the concept of workplace mental health should extend beyond merely addressing psychosocial risk factors by incorporating protective factors as well.