Collection of all code groups and sub-code groups
| Code group | Sub-code groups |
|---|---|
| Individual-level factors | Coping strategies |
| Wellbeing | |
| Ability to be oneself | |
| Long-term effects | |
| Consumed by work | |
| Severe effects on mental health | |
| Constant stress and fear | |
| Interpersonal-level factors | Impacted relationships |
| Co-worker relationships | |
| Organisational-level factors | End of month reporting |
| Lack of processes, support or structure | |
| Low pay rates | |
| System (IT) issues | |
| Overbooking hotel rooms and events | |
| Sociocultural-level factors | Long hours |
| Lack of authority | |
| Policy or societal-level factors | Stressful experience |
| Positive experiences | |
| Managers' actions and characteristics that are helpful when experiencing stress | Competent and calm |
| Role model | |
| Transformative leadership style | |
| Managers' actions and characteristics that increase stress | Authoritative leadership style |
| Bureaucratic leadership style | |
| Manipulative leadership style | |
| Micromanagement leadership style | |
| Experience of stress through workplace culture | Changing or leaving jobs |
| Expectations | |
| Business over people | |
| Negative environment | |
| Staffing and turnover | |
| Unrealistic targets | |
| Mental health literacy among managers | Lack of awareness |
| Lack of empathy | |
| Insensitivity | |
| Not available for the team | |
| Lack of support | |
| Mental health literacy in the overall workplace culture | Emphasis on MH during the COVID-19 pandemic |
| It is better than before – evolving | |
| Lack of application (ticks a box currently) | |
| Top-down approach | |
| No exit interviews/feedback opportunities | |
| Flexibility at work | |
| Development and enhancement of mental health literacy for managers | Enhance one's own awareness |
| Genuine support, trust and transparency | |
| Recognise signs and prevent stress | |
| Improve communication | |
| Recommendations to enhance mental health in the workplace culture | Challenges and variations of tasks |
| Need for a culture shift | |
| Improved resources | |
| Staff wellbeing is considered a measure of success | |
| Training and professional development | |
| Support when staff are young |
| Code group | Sub-code groups |
|---|---|
| Individual-level factors | Coping strategies |
| Wellbeing | |
| Ability to be oneself | |
| Long-term effects | |
| Consumed by work | |
| Severe effects on mental health | |
| Constant stress and fear | |
| Interpersonal-level factors | Impacted relationships |
| Co-worker relationships | |
| Organisational-level factors | End of month reporting |
| Lack of processes, support or structure | |
| Low pay rates | |
| System (IT) issues | |
| Overbooking hotel rooms and events | |
| Sociocultural-level factors | Long hours |
| Lack of authority | |
| Policy or societal-level factors | Stressful experience |
| Positive experiences | |
| Managers' actions and characteristics that are helpful when experiencing stress | Competent and calm |
| Role model | |
| Transformative leadership style | |
| Managers' actions and characteristics that increase stress | Authoritative leadership style |
| Bureaucratic leadership style | |
| Manipulative leadership style | |
| Micromanagement leadership style | |
| Experience of stress through workplace culture | Changing or leaving jobs |
| Expectations | |
| Business over people | |
| Negative environment | |
| Staffing and turnover | |
| Unrealistic targets | |
| Mental health literacy among managers | Lack of awareness |
| Lack of empathy | |
| Insensitivity | |
| Not available for the team | |
| Lack of support | |
| Mental health literacy in the overall workplace culture | Emphasis on MH during the COVID-19 pandemic |
| It is better than before – evolving | |
| Lack of application (ticks a box currently) | |
| Top-down approach | |
| No exit interviews/feedback opportunities | |
| Flexibility at work | |
| Development and enhancement of mental health literacy for managers | Enhance one's own awareness |
| Genuine support, trust and transparency | |
| Recognise signs and prevent stress | |
| Improve communication | |
| Recommendations to enhance mental health in the workplace culture | Challenges and variations of tasks |
| Need for a culture shift | |
| Improved resources | |
| Staff wellbeing is considered a measure of success | |
| Training and professional development | |
| Support when staff are young |