M Io T.

Lustre April 14,

2022

11-STEM GEMINI

1st Variable: Effects of anxiety disorders with work productivity

Related Literature #1 : Nine focus groups were conducted with employees who had
suffered anxiety and depression. A further 3 groups comprised staff from human resources and
occupational health. The sample comprised 74 individuals aged 18–60 years, from a range of
occupations. Results were presented to a panel of experts to consider the clinical implications.
Workers reported that the symptoms and medication impaired work performance, describing
accidents which they attributed to their condition/medication. Respondents were largely
unprepared for the fact that the medication might make them feel worse initially. Employees
were reluctant to disclose their condition to colleagues due to the stigma attached to mental
illness. Anxiety and depression were associated with impaired work performance and safety.
The authors consider the implications for health care and the management of mental health
problems at work.

Author: C. Haslam

Title: Anxiety and depression in the workplace: Effects on the individual and organisation (a
focus group investigation)

Publication name and date/year: Science Direct, October 2005

URL: https://www.sciencedirect.com/science/article/abs/pii/S0165032705002120

Original Phrase: Anxiety and depression were associated with impaired work performance
and safety. The authors consider the implications for health care and the management of
mental health problems at work.

Paraphrase: Employees who suffered with anxiety and depression were mentioned to have a
hindrance in executing work tasks. An innuendo to managing employees’ mental health were
appraised by the authors of this article. (C. Haslam)
Related Literature #2: Depressive and anxiety disorders affect work functioning and cause
high labour costs. In 1876 working participants of the Netherlands Study of Depression and
Anxiety (NESDA) associations of presence, severity, comorbidity, duration and type of DSM-IV
anxiety and depressive disorders with both absenteeism (< 2 weeks and > 2 weeks) and work
performance (reduced and impaired) were assessed. People with current depressive disorders had
7.10 times greater odds for the risk of > 2 weeks work-absence and 5.67 greater odds for the risk of
impaired work performance, while persons with current anxiety disorders had 1.84 and 2.13 greater
odds for the risk of > 2 weeks absence and impaired work performance, respectively. Even when
persons were recovered from depressive and anxiety disorders, they still had a higher risk of poor work
functioning. Persons with comorbidity, chronic depressive disorder, a generalized anxiety disorder, and
more severity of both anxiety and depressive disorder had higher odds for the risk of absenteeism and
decreased work performance.

Author: I. Plaisier

Title: Work functioning in persons with depressive and anxiety disorders: The role of specific
psychopathological characteristics

Publication name and date/year: Science Direct, September 2010

URL: https://www.sciencedirect.com/science/article/abs/pii/S0165032710000984#!

Original Phrase: Depressive and anxiety disorders affect work functioning and cause high labour
costs. Persons with comorbidity, chronic depressive disorder, a generalized anxiety disorder, and more
severity of both anxiety and depressive disorder had higher odds for the risk of absenteeism and
decreased work performance.

Paraphrase: Individuals that possess a harshness of both anxiety and depressive disorder
had greater possibilities in terms of work impairment and absenteeism which causes high
labour costs.

Related Literature #3: Using the backdrop of the uncertainty and anxiety triggered by the
recent recession, this article briefly summarizes the research into the connections between
elevated normal anxiety and various work outcomes. Anxiety’s particular relationships to work
habits and attitudes, work relationships, and performance are described. Findings for senior
executives also are presented in summary. The weight of evidence clearly indicates that chronic
anxiety can have many disastrous outcomes for employees, leaders, and their organizations.
The author proposes a number of potential practical strategies that could be provided by a
manager or a consultant for addressing both employees’ and managers’ anxiety. Specific
suggestions include perspective taking, communication strategies, anxiety relief tactics,
diversions, self-reflection and self-help, and reviewing possible scenarios. The author ends on
an optimistic note without minimizing the possible consequences of chronic anxiety. (PsycInfo
Database Record (c) 2022 APA, all rights reserved)

Author: Mortensen, R.

Title: Anxiety, work, and coping.

Publication name and date/year: APA PsycArticles, (2014)

URL: https://psycnet.apa.org/record/2014-33060-001

Original Phrase: The weight of evidence clearly indicates that chronic anxiety can have many
disastrous outcomes for employees, leaders, and their organizations. The author proposes a
number of potential practical strategies that could be provided by a manager or a consultant for
addressing both employees’ and managers’ anxiety.

Paraphrase: Chronic anxiety has shown to have many catastrophic affects on employees,
leaders and their companies. Managers or consultants can provide both employees and
managers with a number of possible solutions that can alleviate anxiety in the workplace.

Related Literature #4: Anxiety and depression are prevalent among employees and are
associated with functional disability and work impairment. To date, little is known about the
incidence and possible risk factors for developing anxiety and depression in the working
population. Study aims were to (a) determine the incidence of subclinical anxiety and
depression in a general working population and (b) identify the psychosocial work
characteristics associated with the onset of subclinical anxiety and depression. Methods: This
prospective study is based on 3,707 employees participating in the Maastricht Cohort Study on
Fatigue at Work. Psychosocial work characteristics were measured in May 2000; anxiety and
depression were measured with the Hospital Anxiety and Depression Scale in April 2002.
Results: The cumulative 23-month incidence for subclinical anxiety and depression was 4.6 and
3.3%, respectively. High psychological job demands increased the risk for both subsequent
anxiety and depression. Moreover, low social support was predictive for the onset of anxiety,
whereas job insecurity increased the risk for the onset of depression. These prospective
associations were independent of potential confounding variables and the other psychosocial
work characteristics. Conclusions: Adverse psychosocial work characteristics are significant
predictors for the onset of subclinical anxiety and depression in the general working population.
These findings encourage intervention studies testing whether modifying the psychosocial work
environment reduces both anxiety and depressive symptoms among employees. Depression
and Anxiety 26:1040–1048, 2009. © 2009 Wiley-Liss, Inc.

Author: Helene Andrea Ph.D.

Title: The incidence of anxiety and depression among employees—the role of psychosocial
work characteristics

Publication name and date/year: Wiley Online Library, (02 November 2009)

URL: https://onlinelibrary.wiley.com/doi/abs/10.1002/da.20516

Original Phrase: Anxiety and depression are prevalent among employees and are associated
with functional disability and work impairment. Adverse psychosocial work characteristics are
significant predictors for the onset of subclinical anxiety and depression in the general working
population. These findings encourage intervention studies testing whether modifying the
psychosocial work environment reduces both anxiety and depressive symptoms among
employees.

Paraphrase: Employees often experience anxiety and depression, which are linked to
functional disability and hindrance in work performance. The presence of adverse psychosocial
work characteristics is an important predictor of the appearance of subclinical anxiety and
depression among the general workforce. Therefore, the idea of intervention studies should be
conducted in order to observe if modifying the psychosocial work environment decreases both
anxiety and depression among working individuals.

Related Literature #5: Anxiety disorders are also extremely common in the U.S., affecting
an estimated 15.7 million people annually, and 30 million people at sometime in their lives
(Lepine, 2002). These high prevalence rates for mental health issues can have important
implications for organizations, as poor mental health functioning is costly for both employees
and employers.

Author: Allison L. Williams

Title: Improving resilience among employees high in depression, anxiety, and workplace
distress

Publication name and date/year: 2018

URL: https://www.hbs.edu/ris/Publication%20Files/specialpopulations_outline.pdf_-
_google_docs_68b7dd74-6bbf-4588-9a8e-7043afbec630.pdf

Original Phrase: Anxiety disorders are also extremely common in the U.S., affecting an
estimated 15.7 million people annually, and 30 million people at sometime in their lives
(Lepine, 2002). These high prevalence rates for mental health issues can have important
implications for organizations, as poor mental health functioning is costly for both employees
and employers.

Paraphrase: It is estimated that 15.7 million Americans suffer anxiety disorders annually, and
30 million at some point in their lives (Lepine, 2002). Poor mental health can be costly for both
employees and employers, therefore it is given for organizations to have a sense of
responsibility in recognizing these mental health issues which are widespread.

Synthesis: It is estimated that 15.7 million Americans suffer anxiety disorders annually, and
30 million at some point in their lives (Lepine, 2002). C. Haslam (2005) stated that employees
who suffered with anxiety and depression were mentioned to have a hindrance in executing
work tasks. In according to C. Haslam, I. Plaisier (2010) also states that Individuals whom
possess a harshness of both anxiety and depressive disorder had greater possibilities in terms of
work impairment and absenteeism which causes high labour costs. Additionally, Mortensen, R.
(2014) noted that Chronic anxiety has shown to have many catastrophic affects not only on
employees but their leaders and companies as well. According to Helene Andrea Ph.D. (2009)
The idea of intervention studies should be conducted in order to observe if modifying the
psychosocial work environment decreases both anxiety and depression among working
individuals. Organizations should feel more responsibility to manage employees’ mental health in aim
for a better environment and overall institutional performance.
2nd Variable: Experiences of individuals with anxiety disorders

Related Literature #1: Five understandings of experiencing anxiety within open-plan offices
were identified. Employees who experience anxiety as helplessness feel stuck when
experiencing anxiety. Employees who experience anxiety as hurt feel discomfort. Employees
who experience anxiety as a vulnerability perceive anxiety is a weakness. Employees who
experience anxiety as a problem to be solved express confidence in their ability to resolve
anxiety. Employees who experience anxiety as stimulating self-development perceive anxiety as
an opportunity for personal growth. Major findings postulate that employees who experience
anxiety as helplessness, hurt and a vulnerability are prone to maladaptive experiences of
anxiety. Maladaptive experiences occur when anxiety interferes with one’s life in a negative
manner. Employees who experience anxiety as a problem to be solved and stimulating self-
development are prone to adaptive experiences of anxiety. Adaptive experiences occur when
people are motivated to overcome anxiety. These understandings may underpin employees’
ways of experiencing anxiety within the open-plan offices. Employees’ understandings of
experiencing anxiety promoted and inhibited specific ways of experiencing anxiety. Employees
who experience anxiety as helplessness, hurt and a vulnerability promoted ways that
emphasized negative aspects of anxiety. These understandings inhibited ways of experiencing
anxiety that led to adaptive experiences of anxiety. Whereas, employees who experience
anxiety as a problem to be solved and stimulating self-development promoted ways that
emphasized positive aspects of anxiety. These understandings inhibited ways of experiencing
anxiety that led to maladaptive experiences of anxiety. This study contributes to literature
about employee wellbeing and the physical environment of work within the Organizational
Behaviour field. Theoretical implications include recognizing a variety of understandings of
experiencing anxiety in contrary to the original PCT. Practical implications include advocating
alternative coping approaches for employees’ idiosyncratic understandings of experiencing
anxiety within open-plan offices. This thesis argues a ‘one size fits all’ coping approach is
inadequate for employees who differ in their understandings of experiencing anxiety within
open-plan offices.
Author: Asmita Vijay Manchha

Title: Bring Your Understanding of Anxiety With You: Employees’ Experiences of Anxiety in
Open-plan Offices

Publication name and date/year: The University of Queensland Business School, 26 October
2017

URL:https://espace.library.uq.edu.au/data/UQ_719261/
Asmita_Manchha_Thesis_BBusManHons.pdf?
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Original Phrase: Employees who experience anxiety as helplessness feel stuck when
experiencing anxiety. Employees who experience anxiety as hurt feel discomfort. Employees who
experience anxiety as a vulnerability perceive anxiety is a weakness. Employees who experience
anxiety as a problem to be solved express confidence in their ability to resolve anxiety.
Employees who experience anxiety as stimulating self-development perceive anxiety as an
opportunity for personal growth. Major findings postulate that employees who experience
anxiety as helplessness, hurt and a vulnerability are prone to maladaptive experiences of
anxiety. Maladaptive experiences occur when anxiety interferes with one’s life in a negative
manner.

Paraphrase: There are a number of differences in employees who experience

anxiety. Some may feel stuck, discomfort, de-motivated, and some may have a
positive perception by getting confidence out of resolving their anxiety. In
addition to thinking positively, some employees who experience anxiety may
accept it and take it as an opportunity to grow better as a person.
Related Literature #2: Social anxiety is one of the most common mental health issues in
North America, with large percentages of the population being clinically diagnosed or dealing
with symptoms. Unique challenges exist for individuals with social anxiety at work with up to
75% of employees with social anxiety feeling impaired at work. Due to this, it is essential to
improve our understanding of the relationships social anxiety has with various work factors. We
investigated how social anxiety influences the perceived frequency of workplace incivility and
emotional reactions to these events. Incivility is a specific form of workplace mistreatment that
is less severe and typically has unclear intentionality. Virtually all employees have dealt with
incivility at some point in their career and many experience it daily. Incivility negatively
influences the workplace and the people within it. In this study, I also considered how social
support at work and self-efficacy could influence the results.

To investigate the relationship between social anxiety and perceptions of workplace incivility,
participants completed questionnaires and watched workplace social interactions through a
variety of videos showcasing positive, negative, and uncivil workplace interactions. The
participants were asked to place themselves in the situation and rate how it made them feel. To
determine how frequently incivility was experienced, participants were asked to reflect on their
own work throughout the past year and discuss how often they experienced specific examples
of incivility.

As expected, severity of social anxiety led to increased reports of incivility in their own
workplace. Though their self-efficacy had no influence on this relationship, increased social
support was related to more frequently experiencing incivility. Assessing the emotions elicited
by the social events caused me to conclude that the participants reported more positive
emotions when they were more socially anxious. Self-efficacy increased this positive reaction,
though social support had no impact. This finding was contrary to expectations based on
previous research and further replications are necessary. Through this research, we have
identified that individuals with social anxiety may face increased mistreatment at work through
this incivility.

Author: Brown, Jocelyn

Title: More than just shying away from conflict: The relationship between social anxiety and
workplace incivility
Publication name and date/year: Scholarship@Western (2021)

URL: https://ir.lib.uwo.ca/etd/7995/

Original Phrase: Social anxiety is one of the most common mental health issues in North
America, with large percentages of the population being clinically diagnosed or dealing with
symptoms. Unique challenges exist for individuals with social anxiety at work with up to 75% of
employees with social anxiety feeling impaired at work. Through this research, we have
identified that individuals with social anxiety may face increased mistreatment at work through
this incivility.

Paraphrase:

Related Literature #3: This study examined if anxiety mediates the relationship between
job insecurity and job dissatisfaction by using affective events theory. The moderating effect of
psychological capital and perceived employability on the hypothesized mediation effect of
anxiety was also investigated. A convenient sample of 1,014 full-time casino and hotel
employees in Macau, China, was recruited for a cross-sectional questionnaire survey. Research
hypotheses were tested using SPSS Process Marco. As hypothesized, anxiety mediated the
relationship between job insecurity and job dissatisfaction. Moderated mediation analyses
showed that psychological capital and perceived employability moderated the hypothesized
mediation effect, which was observed only when these personal resources were low. This study
integrated the affective state in understanding the impact of job insecurity and provided
empirical evidence on the role of personal resources in mitigating the impact of job insecurity.
The findings present implications for developing effective management strategies and practices
to manage job insecurity issues.

Author: Francis Yue-Lok Cheung

Title: Effect of job insecurity, anxiety and personal resources on job satisfaction among casino
employees in macau: a moderated mediation analysis

Publication name and date/year: Taylor and Francis Online, (15 Oct 2018)

URL: https://www.tandfonline.com/doi/abs/10.1080/19368623.2019.1525332

Original Phrase: As hypothesized, anxiety mediated the relationship between job insecurity
and job dissatisfaction. Moderated mediation analyses showed that psychological capital and
perceived employability moderated the hypothesized mediation effect, which was observed
only when these personal resources were low.
Paraphrase:

Related Literature #4: Poor sleep quality and a high anxiety level are common in this
country, as in the rest of the world. Socioeconomic interventions and psychosocial support to
improve the status of individuals with risk factors, such as chronic disease, will reduce anxiety
and improve sleep quality and overall psychosocial health. Further prospective studies should
be conducted with different groups of participants and with larger samples to expand
knowledge of the relationship between sleep quality and anxiety.

Author: Ayse Gulsen Teker and Nimet Emel Luleci

Title: Sleep quality and anxiety level in employees

Publication name and date/year: 2018 Jan 18

URL: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5864704/

Original Phrase: Socioeconomic interventions and psychosocial support to improve the

status of individuals with risk factors, such as chronic disease, will reduce anxiety and improve
sleep quality and overall psychosocial health. Further prospective studies should be conducted
with different groups of participants and with larger samples to expand knowledge of the
relationship between sleep quality and anxiety.

Paraphrase: One of the possible strategies to improve sleep quality and diminish anxiety for
individuals with risk factors such as chronic diseases is through the help of socioeconomic
interventions and psychosocial support.

Related Literature #5: From an emotion regulation framework, generalized anxiety disorder
(GAD) can be conceptualized as a syndrome involving heightened intensity of subjective
emotional experience, poor understanding of emotion, negative reactivity to emotional
experience, and the use of maladaptive emotion management strategies (including over-
reliance on cognitive control strategies such as worry). The current study sought to replicate
previous findings of emotion dysregulation among individuals with GAD and delineate which
aspects of emotion dysregulation are specific to GAD or common to GAD and another mental
disorder (social anxiety disorder). Individuals with GAD reported greater emotion intensity and
fear of the experience of depression than persons with social anxiety disorder and nonanxious
control participants. Individuals with social anxiety disorder indicated being less expressive of
positive emotions, paying less attention to their emotions, and having more difficulty describing
their emotions than either persons with GAD or controls. Measures of emotion differentiated
GAD, social anxiety disorder, and normal control groups with good accuracy in a discriminant
function analysis. Findings are discussed in light of theoretical and treatment implications for
both disorders.

Author: Cynthia L. Turk

Title: Emotion Dysregulation in Generalized Anxiety Disorder: A Comparison with Social Anxiety
Disorder

Publication name and date/year: Springer Link, (2005)

URL: https://link.springer.com/article/10.1007/s10608-005-1651-1

Original Phrase: Individuals with social anxiety disorder indicated being less expressive of
positive emotions, paying less attention to their emotions, and having more difficulty describing
their emotions than either persons with GAD or controls. Measures of emotion differentiated
GAD, social anxiety disorder, and normal control groups with good accuracy in a discriminant
function analysis.

Paraphrase: Individuals with Social Anxiety Disorder shows to not have full recognition of
their emotions and often have difficulties in expressing it.

Synthesis: