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Economic Research Centre 4-wave Survey Data from Employers in England (2020-2023): Line manager training and organizational approaches to supporting well-being.

dc.contributor.authorBlake, Professor Holly
dc.contributor.authorRoper, Stephen
dc.contributor.otherBlake, Professor Holly
dc.contributor.otherRoper, Stephen
dc.contributor.otherWishart, Maria
dc.contributor.otherHassard, Juliet
dc.contributor.otherLeka, Stavroula
dc.contributor.otherThomson, Louise
dc.contributor.otherBourke, Jane
dc.contributor.otherBelt, Vicki
dc.coverage.spatialMidlands, Englanden_UK
dc.coverage.temporalWave 1 collected immediately prior to, and at, the outbreak of COVID-19 pandemic in the UK (pandemic declared by WHO on 2020-03-11). Waves 2, 3, 4 collected during the pandemic (which ended on 2023-05-23).en_UK
dc.date.accessioned2024-11-28T08:47:50Z
dc.date.available2024-11-28T08:47:50Z
dc.date.issued2024-11-28
dc.identifier.urihttps://rdmc.nottingham.ac.uk/handle/internal/11651
dc.descriptionThere are multiple papers associated with this sub-study: “Mental health at work: a longitudinal exploration of line manager training provisions and impacts on productivity, individual and organizational outcomes”. Each paper is associated with a separate dataset, which includes only the variables used within that specific paper. This metadata record refers only to the dataset associated with the second paper: Line manager training and organizational approaches to supporting well-being.en_UK
dc.description.abstractEmployee mental health and well-being (MH&WB) is critical to the productivity and success of organizations. Training line managers (LMs) in mental health plays an important role in protecting and enhancing employee well-being, but its relationship with other MH&WB practices is under-researched. The aim was to determine whether organizations offering LM training in mental health differ in the adoption of workplace- (i.e. primary/prevention-focused) and worker-directed (including both secondary/resiliency-focused and tertiary/remedial-focused) interventions to those organizations not offering LM training and to explore changes in the proportions of activities offered over time. We conducted secondary analysis of enterprise data from computer-assisted telephone interview surveys. The analysis included data from organizations in England across 4 years (2020: n = 1900; 2021: n = 1551; 2022: n = 1904; 2023: n = 1902).en_UK
dc.language.isoenen_UK
dc.publisherThe University of Nottinghamen_UK
dc.rightsCC-BY*
dc.rights.urihttps://creativecommons.org/licenses/by/4.0/*
dc.sourceWorkplace mental-health and well-being practices, outcomes and productivity (ESRC Grant number: ES/W010216/1).en_UK
dc.subject.lcshLabor supplyen_UK
dc.subject.lcshWork environmenten_UK
dc.subject.lcshEmployees -- Mental healthen_UK
dc.subject.lcshPsychology, Industrialen_UK
dc.subject.lcshPersonnel managementen_UK
dc.subject.lcshWork -- Psychological aspectsen_UK
dc.subject.meshPsychology, Industrialen_UK
dc.subject.meshOccupational Healthen_UK
dc.subject.meshWork – psychologyen_UK
dc.subject.meshMental Healthen_UK
dc.titleEconomic Research Centre 4-wave Survey Data from Employers in England (2020-2023): Line manager training and organizational approaches to supporting well-being.en_UK
dc.title.alternativeMental health at work: a longitudinal exploration of line manager training provisions and impacts on productivity, individual and organizational outcomes. Data from TPI paper 2: Line manager training and organizational approaches to supporting well-being.en_UK
dc.typeDataseten_UK
dc.identifier.doihttp://doi.org/10.17639/nott.7497
dc.subject.freeworkforce, workplace, mental health, training, managers, prevention, secondary data analysis.en_UK
dc.subject.jacsSubjects Allied to Medicine::Others in subjects allied to medicine::Occupational healthen_UK
dc.subject.jacsBusiness & Administrative Studies::Business studiesen_UK
dc.subject.jacsBiological Sciences::Psychology::Applied psychology::Organisational psychologyen_UK
dc.subject.jacsBiological Sciences::Psychology::Applied psychology::Business psychologyen_UK
dc.subject.lcW Medicine and related subjects (NLM Classification)::WA Public healthen_UK
dc.subject.lcR Medicine::RA Public aspects of medicine::RA 421 Public health. Hygiene. Preventive Medicineen_UK
dc.subject.lcH Social sciences::HF Commerceen_UK
dc.date.collectionWave 1 collection dates: 2020-01-06 to 2020-03-20 Wave 2 collection dates: 2021-01-28 to 2021-04-15 Wave 3 collection dates: 2022-01-27 to 2022-05-20 Wave 4 collection dates: 2023-01-16 to 2023-05-05en_UK
uon.divisionUniversity of Nottingham, UK Campusen_UK
uon.funder.controlledEconomic & Social Research Councilen_UK
uon.funder.controlledOtheren_UK
uon.datatypeDataset in IBM SPSS Statistics (Version 27). The variables used in the analysis were primarily binary, dichotomous variables measured as yes/no.en_UK
uon.funder.freeThe Productivity Instituteen_UK
uon.grantES/W010216/1en_UK
uon.grantES/V002740/1en_UK
uon.parentprojectWorkplace mental-health and well-being practices, outcomes and productivity (ESRC Grant number: ES/W010216/1).en_UK
uon.collectionmethodData were collected using structured computer-assisted telephone (CATI) interviews. Interviews were conducted by call centre operatives from a UK-based independent market research company. Approximately 12%-14% of interviews were subject to live listening quality control (QC), with around 5-10% of interviews undergoing full QC (listening to recordings and checking data once the survey is complete).en_UK
uon.legalThe data are owned by the Enterprise Research Centre, University of Warwick. Participants in the surveys provided oral consent which was documented by the telephone operatives, and the data were analysed anonymously.en_UK
uon.rightscontactHolly Blake (principal investigator of the sub-study), Stephen Roper (principal investigator of the parent study).en_UK
uon.institutes-centresUniversity of Nottingham, UK Campusen_UK
uon.identifier.risprojectRIS 6297981 (parent study) and RIS 18525748 (sub-study relating to this dataset)en_UK
dc.relation.doi10.1093/occmed/kqae051en_UK


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