Kensbock, Alkærsig, and Lomberg (KAL) (2022) address the important topic of employee mental health in organizations. For three reasons, we caution readers against embracing KAL’s proposition that employee mobility spreads mental disorders across organizations through a contagion process. First, we view harmful contagion as the least plausible of three theoretical mechanisms that imply similar empirical results. Second, despite detailed employment and healthcare data from Denmark, the empirical analysis does not distinguish harmful contagion from the alternative mechanisms. Third, KAL’s infectious disease metaphor and language risk further stigmatization of vulnerable populations with mental disorders. We offer suggestions for continuing research on healthy organizations.

Kensbock、Alkærsig 和 Lomberg (KAL) (2022) 解决了组织中员工心理健康的重要主题。出于三个原因，我们告诫读者不要接受 KAL 的主张，即员工流动性通过传染过程在组织之间传播精神障碍。首先，我们认为有害传染是暗示相似经验结果的三种理论机制中最不可信的一种。其次，尽管丹麦提供了详细的就业和医疗保健数据，但实证分析并未将有害传染与替代机制区分开来。第三，KAL 的传染病隐喻和语言可能会进一步污名患有精神障碍的弱势群体。我们为继续研究健康组织提供建议。