Nathalie Lanctôt

The Timing of Appraisals

The appraisal process consists of the subjective evaluation that occurs during an individuals encounter with significant events in the environment, determining the nature of the emotional reaction and experience. Placed in the context of appraisal theories of emotion-elicitation and differentiation, the aim of the present research was to test empirically the hypothesis that the intrinsic pleasantness evaluation occurs before the goal conduciveness evaluation. In two studies, intrinsically pleasant and unpleasant images were used to manipulate pleasantness, and a specific event in a Pacman-type videogame was used to manipulate goal conduciveness. Facial EMG was used to measure facial reactions to each evaluation. As predicted, facial reactions to the intrinsic pleasantness manipulation were faster than facial reactions to the goal conduciveness manipulation. These results provide good empirical support for the sequential nature of the appraisal process.

A Pan-Canadian Evaluation of Supported Employment Programs Dedicated to People with Severe Mental Disorders

Supported employment (SE) is an evidence-based practice that helps people with severe mental disorders obtain competitive employment. The implementation of SE programs in different social contexts has led to adaptations of the SE components, therefore impacting the fidelity/quality of these services. The objective of this study was to assess the implementation of SE services in three Canadian provinces by assessing the fidelity and describing components of SE services using the Quality of Supported Employment Implementation Scale. About 23 SE programs participated in this study. Cluster analyses revealed six profiles of SE programs that varied from high to low level of fidelity with a stronger focus on a particular component, and reflected the reality of service delivery settings. Future investigations are warranted to evaluate relationships between the levels of implementation of SE components and work outcomes while considering individual characteristics of people registered in SE programs.

Employment Specialist Competencies for Supported Employment Programs

Purpose Supported employment (SE) programs are evidence-based programs offered to people with severe mental illness to facilitate obtaining and keeping competitive work. However, significant variations in individuals’ vocational success may be partly explained by differences in their employment specialists’ competencies. Aim The main objectives of this study were to develop a questionnaire measuring the behaviors, attitudes and knowledge of employment specialists working in SE programs and to link specific competencies to vocational outcomes. Methods A total of 153 employment specialists working in Canadian and Dutch supported employment programs completed the Behaviors, Attitudes, and Knowledge in Employment Specialists (BAKES) questionnaire and provided information about their clients’ vocational outcomes. Results Exploratory Factor Analyses results found 90 items over 12 subscales (e.g., Relationships with employers and supervisors). Regression analyses indicated that the two most useful subscales for predicting vocational success were: (1) Relationships with employers and supervisors, and (2) support and client-centered approach. Conclusion Employment specialists require specific competencies to help people with severe mental illness obtain and maintain competitive employment. Validating the BAKES will better define the broad range of competencies expected for this position, and this tool may facilitate training of employment specialists.

Salient components in supported employment programs: Perspectives from employment specialists and clients

Objective: This study aimed to identify the key components of supported employment (SE) programs needed to help people with serious mental illness obtain and maintain competitive employment. Participants and methods: Via convenience sampling, semi-structured interviews were conducted with 69 employment specialists and ninety-nine (99) clients who successfully obtained employment through SE programs in three Canadian provinces. Results: The findings describe five themes important to getting a job and to keeping a job: 1) philosophy of the program, 2) programmatic SE components, 3) employment specialists’ competencies (skills, attitudes, and behaviours), 4) clients’ skills and characteristics, and 5) elements related to employers. Employment specialists perceived a positive attitude and a client-centered program philosophy to be important for obtaining employment, while they perceived the support offered, the frequency and length of the follow-up as essential elements for maintaining a job. Clients perceived the employment specialists’ competencies (e.g., positive attitude, marketing skills) to be important components. Conclusion: These results suggest a need to update the essential components in SE programs, or to include additional SE

The quality of work life of people with severe mental disorders working in social enterprises: a qualitative study

PurposeThe aim of this phenomenological study is to provide an in-depth understanding of the meaning that people with severe mental disorders give about their quality of work life (QWL) while working in social enterprises.MethodsSemi-structured interviews with 14 participants were conducted. All interviews were recorded and transcribed verbatim. Colaizzi’s framework for data analysis was used.ResultsEight sub-themes emerged and can be better understood within two larger themes: (A) interpersonal and intrapersonal aspects of QWL and (B) structural and physical aspects. Within theme A, sub-themes were (1) having a sense of belonging to the enterprise, (2) having the feeling of being a good worker, (3) establishing relationships with co-workers, and (4) establishing relationships with supervisors. Within theme B, sub-themes were (5) working tasks, (6) working conditions, (7) working environment, and (8) organizational management.ConclusionsThe findings highlight the importance of understanding the perspective of people with severe mental disorders regarding their QWL in order to better tailor interventions that enhance it. Although some sub-themes of QWL identified in the present study were similar to those found in previous studies conducted with other populations, a unique sub-theme of QWL was identified: having the feeling of being a good worker. Specific QWL measurement that addresses this unique sub-theme is needed when assessing QWL of people with severe mental disorders.

Causal attributions of job loss among people with psychiatric disabilities.

OBJECTIVE Guided by Weiners attribution theory (1985), the aim of this study is to describe the reasons given by people with psychiatric disabilities to explain job loss. METHODS Using a sample of 126 people with psychiatric disabilities participating in a prospective study design, the authors evaluated the causal attributions pattern to explain job loss. During a 9-month follow-up phone interview, clients of supported employment programs were asked to explain the reasons why they had lost their jobs. The reasons provided were categorized according to type of job loss (voluntarily vs. involuntarily), locus of control (external vs. internal) and controllability (controllable vs. uncontrollable). RESULTS The results show that 73% of participants had voluntarily ended their jobs. For the majority of participants, the reasons given to explain job loss were related to external and uncontrollable factors. Moreover, men used more external (34.1% vs. 23%) and uncontrollable (68.2% vs. 40%) reasons than women. Severity of symptoms and level of education also affected the attributional pattern. However, self-esteem, psychiatric diagnosis and work centrality did not correlate significantly to the attributional pattern. CONCLUSION AND IMPLICATIONS FOR PRACTICE The results demonstrated that reasons given to explain job loss among people with psychiatric disabilities are mostly external. A more systematic evaluation of environmental factors should be put in place to favor longer job tenure for people with psychiatric disabilities.

Experiencing violence in a psychiatric setting: Generalized hypervigilance and the influence of caring in the fear experienced

BACKGROUND Exposure to violence in the mental health sector both affects employees and has implications for the quality of care provided. OBJECTIVE This phenomenological study aims to describe and understand the ways in which acts of aggression from a patient might affect workers in a psychiatric institute, their relationships with the patients and the services offered. METHODS Two semi-structured interviews were conducted with each of the 15 participants from various professions within a psychiatric hospital. RESULTS Our analysis reveals four themes: hypervigilance, caring, specific fear toward the aggressor and generalized fear of all patients. A state of hypervigilance is found among all participants. An emphasis on caring is present among the majority and unfolds as a continuum, ranging from being highly caring to showing little or no caring. A feeling of fear is expressed and is influenced by the participants place on the caring continuum. Caring workers developed a specific fear of their aggressor, whereas those showing little or no caring developed a generalized fear of all patients. Following a violent event, caring participants maintained this outlook, whereas those demonstrating little to no caring were more inclined to disinvest from all patients. CONCLUSIONS Hypervigilance and fear caused by experiences of violence impact the quality of care provided. Considerable interest should thus be paid to caring, which can influence fear and its effects.