Workplace social support, mental health and work functioning among young workers

Abstract Background Young adults with a history of mental health problems (MHPs) report lower work functioning (WF) compared to their peers without a history of MHPs. The identification of modifiable, protective workplace factors, such as workplace social support, is needed to increase WF.We examined the moderating role of workplace social support from supervisors and co-workers in the prospective association between MHP trajectories from childhood to young adulthood and WF among young adults. Methods The most recent 2019/2020 data of N = 861 young workers, participating in the 18-year follow-up Dutch TRAILS (TRacking Adolescents’ Individual Lives Survey) cohort study, was used. MHP trajectories for internalising and externalising problems included measurements at ages 11, 13, 16, 19, 22 and 26. Supervisor and co-worker social support were measured at age 29. WF was assessed at age 29. Logistic regression analyses were conducted to examine the moderating role of workplace social support in the association between MHP trajectories and WF. Results Four trajectories were identified for both internalising and externalising problems. Young adults with high-stable MHP trajectories reported more often low WF (ORs 3.73 (95% CI 2.28-6.12) and 2.88 (1.78-4.65) for internalising and externalising problems respectively) than those with low-stable trajectories. Higher supervisor and co-worker social support were associated with a lower odds for low work functioning (adjusted ORs ranging from 0.67 (0.54-0.83) to 0.84 (0.71-1.00)). No moderating effect of workplace social support was found for the association between MHP trajectories and WF. Conclusions Both supervisor and co-worker support were shown to be important for all young workers, regardless their history of mental health problems. Occupational health professionals should create awareness among employers and employees that workplace social support is beneficial for young adults’ work functioning. Key messages • Both supervisor and co-worker social support are important for all young workers’ work functioning, regardless of their history of mental health problems. • Creating awareness of the impact of workplace social support on young adults’ work functioning among employers and employees should be a priority area for occupational health practice and policy.


Background:
This study investigates the influence of onset of disease on exit from paid employment, and whether this differs across diseases and sociodemographic groups.

Methods:
Register data from Statistics Netherlands on medication prescription was linked to information on employment status and demographics.Persons who were employed in 2009 and 2010, and who did not use medication for the selected disease in 2009 (n = 5,889,036) were followed-up during 9-years.Six diseases were identified based on medication prescription in 2010 and 2011: cardiovascular diseases, inflammatory diseases, diabetes mellitus, respiratory diseases, psychological disorders, and psychotic disorders.Four pathways out of paid employment were defined: disability benefits, unemployment, no income, and early retirement.Causespecific Cox Proportional Hazards regression analyses were performed, with interaction terms for age, sex, and migration background.

Results:
Onset of disease increased the likelihood to exit paid employment, with strongest associations for psychotic disorders (HR 2.91, 95% CI 2.81-3.02)and psychological disorders (HR 2.01, 95%CI 1.98-2.04).Onset of disease was most strongly associated with disability benefits, followed by unemployment.The influence of psychological and psychotic disorders on disability increased until around middle-age, after which it decreased.The influence of mental health problems on exit from paid employment was stronger for persons with a nonnative Dutch background and males.

Conclusions:
Onset of diseases, especially mental health disorders, is a risk for early exit from paid employment.Effective interventions are needed to enhance an inclusive workforce and prevent involuntary loss of paid employment.

Key messages:
Onset of all diseases increased the likelihood of exiting paid employment, through disability benefits, followed by unemployment.
Onset of psychological and psychotic disorder had the strongest association with exiting paid employment, especially among males and workers with a migration background.

Background:
Young adults with a history of mental health problems (MHPs) report lower work functioning (WF) compared to their peers without a history of MHPs.The identification of modifiable, protective workplace factors, such as workplace social support, is needed to increase WF.We examined the moderating role of workplace social support from supervisors and co-workers in the prospective association between MHP trajectories from childhood to young adulthood and WF among young adults.

Methods:
The Data was derived from the Swedish population-based cohort study Futura01 (girls: n = 2105, boys: n = 1673).Adolescents in the final year in compulsory school (aged 15-16 years) were sampled in 2017 and followed up in 2019 (aged 17-18 years).Perceived social support was measured at 17-18 years by the MSPSS scale.Emotional difficulties were measured at 15-16 and 17-18 years by the Strengths and Difficulties Questionnaire (SDQ) subscale.Linear regression analysis was used to study associations between support sources and emotional difficulties at 17-18 years, adjusting for all support sources, family type, upper secondary school program as well as prior emotional difficulties.
Background:Previous research of aetiology of interruptions in working life have shown that both genetic and environmental factors contribute to individual differences in sickness absence (SA) and disability pension (DP).However, we still lack knowledge about etiological factors contributing to sustainable working life.The aim was to study the importance of genetics, shared (mainly childhood) environmental factors, and individual (unique) environmental factors for remaining in the work force over the life-course, i.e., having a sustainable working life.