Purpose

Managers play a crucial role in organizations. They make decisions that directly influence organizational success and significantly impact employees’ mental health, development and performance. They are responsible for ensuring the financial well-being and long-term sustainability of organizations. However, their mental health is often overlooked, which can negatively affect employees and organizations. This study aims to address managers’ mental health at work, by examining specifically the direct and indirect effects of identity verification on their psychological distress and depression through self-esteem at work. The study also aims to examine the moderating as well as moderated mediation effects of identity salience.

Design/methodology/approach

A sample of 314 Canadian managers working in 56 different companies was studied, using multilevel analyses.

Findings

The findings showed that the verification of managers’ identity vis-à-vis recognition is positively associated with psychological distress and depression. Self-esteem completely mediates the association between low identity verification vis-à-vis work control and psychological distress, and also the association between low identity verification vis-à-vis work control and superior support and depression, while it partially mediates the association between low identity verification vis-à-vis recognition and depression.

Practical implications

This study can also help both managers and human resource management practitioners in understanding the role of workplaces in the identity verification process and developing relevant interventions to prevent mental health issues among managers at work.

Originality/value

This study proposed a relatively unexplored approach to the study of managers’ mental health at work. Its integration of identity theory contributes to expanding research on management and workplace mental health issues.

中文翻译：

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揭示职业身份验证、自尊和身份显着对管理者心理健康的影响：检查工作场所的心理困扰和抑郁

目的

管理者在组织中发挥着至关重要的作用。他们做出的决策直接影响组织的成功，并显着影响员工的心理健康、发展和绩效。他们负责确保组织的财务状况和长期可持续性。然而，他们的心理健康经常被忽视，这可能会对员工和组织产生负面影响。本研究旨在通过专门研究身份验证对管理者在工作中的自尊造成的心理困扰和抑郁的直接和间接影响，来解决管理者在工作中的心理健康问题。该研究还旨在检验身份显着性的调节和调节中介效应。

设计/方法论/途径

使用多层次分析对在 56 家不同公司工作的 314 名加拿大经理进行了样本研究。

发现

研究结果表明，管理者身份的验证与认可与心理困扰和抑郁呈正相关。自尊完全中介了低身份验证与工作​​控制和心理困扰之间的关联，以及低身份验证与工作​​控制和上级支持和抑郁之间的关联，同时它部分中介了与工作控制和心理困扰之间的关联。低身份验证相对于认可和抑郁。

实际影响

这项研究还可以帮助管理者和人力资源管理从业者了解工作场所在身份验证过程中的作用，并制定相关干预措施，以防止管理者在工作中出现心理健康问题。

原创性/价值

这项研究提出了一种相对未经探索的方法来研究管理者在工作中的心理健康。它对身份理论的整合有助于扩大对管理和工作场所心理健康问题的研究。