Predictors of interpersonal relationships in the workplace for people with severe mental illness

Angela Leigh Rollins, Purdue University

Abstract

Clients with severe mental illness (SMI) often struggle in their efforts to maintain employment. One cause of early job terminations is interpersonal difficulties in the workplace. The purpose of the current study is to examine the workplace social network of clients with SMI who obtain employment. This study examines factors influencing the formation of supportive and critical social contacts in the workplace by: (1) characterizing the nature of interpersonal contacts in the workplace, and (2) exploring the predictors of workplace social contacts for people with SMI, including client factors, employment program factors, and job/contextual factors. The sample for this study consists of 86 clients with SMI who obtained jobs through one of two types of employment programs: the Diversified Placement Approach (DPA) or Supported Employment (SE). Clients were interviewed upon entry into their assigned program and every 3 months thereafter (a portion of the sample was interviewed every month for 9 months after entry into the program). Clients who were employed at follow-up were asked questions about their type of job, job satisfaction, job tenure, and their workplace social network using the Workplace Network Grid (Gates, Akabas, & Oran Sabia, 1998). Clients were also assessed for symptoms, diagnosis, and general social network characteristics. Results indicated that clients generally had positive experiences with both supervisors and coworkers, reporting high emotional and instrumental support and minimal criticism and stress from these relationships. Psychiatric symptoms were correlated with workplace network outcomes, particularly with higher stressfulness and lower overall satisfaction with coworker relationships. Ethnic minorities reported disclosing their mental illness to supervisors and coworkers less often, despite the fact that disclosure seems to be associated with more emotional support and satisfaction with supervisory relationships. This study replicated very few of the findings from a prior study (Rollins, Mueser, Bond, & Becker, 2002). Workplace network outcomes were robustly correlated with job satisfaction, however, suggesting that workplace networks might be beneficial in improving other work outcomes. Study limitations and future directions for research using this methodology are discussed.

Degree

Ph.D.

Advisors

Bond, Purdue University.

Subject Area

Clinical psychology|Mental health|Social psychology

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