Conceptual Framework of a Psychotherapeutic Consultation in the Workplace: A Qualitative Study

(1) Background: A new health care offer called 'psychotherapeutic consultation in the workplace' is an early and effective intervention for employees with common mental disorders. Although cost-effective, it lacks a broader roll-out. This might be attributable to undefined context, mechani...

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Published in:International journal of environmental research and public health 2022-11, Vol.19 (22), p.14894
Main Authors: Rothermund, Eva, Pößnecker, Tim, Antes, Andreas, Kilian, Reinhold, Kessemeier, Franziska, von Wietersheim, Jörn, Mayer, Dorothea, Rieger, Monika A, Gündel, Harald, Hölzer, Michael, Balint, Elisabeth M, Mörtl, Kathrin
Format: Article
Language:English
Subjects:
Collaboration
Employee benefits
Employees
Health care
Health insurance
Health Promotion
Humans
Mental Disorders
Mental health
Motivation
Psychotherapy
Qualitative Research
Referral and Consultation
Well being
Workplace
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Summary:(1) Background: A new health care offer called 'psychotherapeutic consultation in the workplace' is an early and effective intervention for employees with common mental disorders. Although cost-effective, it lacks a broader roll-out. This might be attributable to undefined context, mechanisms of change, and a lack of communication; therefore, this study explores how the new model works and where problems occur. (2) Methods: Semi-structured interviews on motivation, expectations and experiences with 20 involved experts. Experts were members of the company health promotion team, service users, and cooperating mental health specialists. Analysis was conducted with ATLAS.ti. (3) Results: The conceptual framework comprises three main topics: (a) structured implementation concept; (b) persons involved, shaping the concept's processes; (c) and meaning and function of the offer within the given context. Concerning (c) we found three potential areas of conflict: (1) intra-corporate conflicts, (2) conflicts between company and employee, (3) and conflicts between the company health promotion and the health care system. Category (c) comprises the offer's core characteristics which were described as low-threshold and preventive. Furthermore, the offer was perceived as convenient in handling, confidential, and having immediate impact on a person's well-being. (4) Conclusions: Here we define structures, address the needs of the involved persons, and communicate foreseeable areas of conflict influences whether the implementation of the intervention succeeds.
ISSN:1660-4601
1661-7827
1660-4601
DOI:10.3390/ijerph192214894