Evidence-based psychosocial risk assessment at work: a study on the predictors of depressive symptoms

Abstract

According to estimates, by 2030, depression will become the leading cause of disease burden.   Over the past two decades, international and national research results have shown that certain psychosocial factors at work can increase the risk of developing mood disorders, including depression, and exacerbate related symptoms, with long-term negative effects on work ability and organizational performance. Therefore, our cross-sectional, large-sample (N=13104) representative study using the COPSOQ II questionnaire, aims to identify the predictors of depressive symptomatology, and the main psychosocial risk and protective factors at work, in the framework of constructing a dimension-by-dimension model. Our results indicate that even in the period before the COVID-19 pandemic, the prevalence of clinical depression among Hungarian workers was high (30.9%). Twenty-one indicators of depressive symptomatology i.e. eight significant workplace psychosocial risk factors and thirteen protective factors were identified through model construction while controlling sociodemographic factors. The main risk factors for depressive symptomatology were bullying (OR=2.92), work-family conflict (OR=2.27), quantitative demands (OR=1.67), role conflict (OR=1.38), threats of violence (OR=1.38), emotional demands (OR=1.33), sexual harassment (OR=1.27), work pace (OR=1.1). The protective factors are commitment to the workplace (OR=0.44), job satisfaction (OR=0.45), workplace community (OR=0.64), justice and respect (OR=0.66), trust regarding management (OR=0.68), reward (OR=0.72), mutual trust between employees (OR=0, 83), influence (OR=0.85), role clarity (OR=0.85), social support from supervisor (OR=0.89), meaning of work (OR=0.90), predictability (OR=0.92), social support from colleagues (OR=0.94). Of the seven models that predict depressive symptomatology Work-Life Balance (Nagelkerke R² =32%) and the of Collaboration and Leadership (Nagelkerke R² =28%) dimensions were found to be the best-performing ones. There are practical implications of evaluating the results and highlighting the strongest indicators in relation to organizational life, productivity and employee health. They are intended to provide guidance to managers, HR, and occupational health professionals working in the field.  These results will enable them to select and prioritize dimensions and factors of the psychosocial environment of the workplace in order to prevent and reduce mental health problems, including depressive symptoms.