Abstract

Despite the growth in the severity and incidence of mental health conditions (MHCs) in wider society and within workplaces, relatively little research has focused on how organizations accommodate employees’ MHCs, and how different approaches to accommodating MHCs contribute to their stigmatization. Drawing on in-depth interviews with HR managers from a variety of organizational contexts in Australia, our findings show that approaches to accommodating MHCs vary systematically across organizations, and that common approaches to accommodating employees with MHCs unintentionally stigmatize both employees with MHCs, and MHCs more generally. We identify two new forms of structural stigma, which we respectively label business-based structural stigma and care-based structural stigma, that stem from transactional and paternalist approaches to accommodating employees’ MHCs. We explore the implications for de-stigmatizing MHCs in workplaces and for future HRM research that advances understanding of how organizations can better support employees with MHCs.

摘要

尽管在更广泛的社会和工作场所中精神健康状况 (MHC) 的严重程度和发生率有所增加，但相对较少的研究关注组织如何容纳员工的 MHC，以及容纳 MHC 的不同方法如何导致他们受到污名化。通过对澳大利亚各种组织环境的人力资源经理的深入访谈，我们的研究结果表明，适应 MHC 的方法因组织而异，而且适应 MHC 员工的常见方法无意中使拥有 MHC 的员工蒙羞，而 MHC 则更多一般来说。我们确定了两种新形式的结构性污名，分别标记为基于业务的结构性污名和基于护理的结构性污名，这源于适应员工 MHC 的交易和家长式方法。我们探讨了在工作场所消除 MHC 的污名以及对未来 HRM 研究的影响，这些研究促进了对组织如何更好地支持具有 MHC 的员工的理解。