MENTAL HEALTH IN STALKING
1
, CHAPTER I
INTRODUCTION
A. Background
Mental health problems are currently the leading cause of absenteeism in most
developed countries. The impact of mental health problems is especially strong
among high-risk occupations, such as emergency service workers, or jobs in other
critical sectors where repeated exposure to stressful or traumatic incidents can have
adverse mental health outcomes.1
Management of employees' mental health at work is very important,
considering that the workplace is usually characterized by a work environment that
has a negative impact on mental health. Workers with mental health problems may be
afraid of not getting a job because of their illness, and may therefore try to hide their
mental health problems. For this reason, doctors should conduct diagnostic interviews
or screening tests to help identify hidden mental health problems.1,2
Existing literature suggests that mental checks on hiring raise concerns
regarding the lack of evidence of efficacy. Even if pre-employment screening is able
to identify high-risk workers, there may be variation in the positive predictive value
of each individual. Consequently, the pre-employment screening used may exclude
candidates offered positions and possibly some healthy and potential individuals who
will miss out on career opportunities.3,4
Despite the lack of available evidence of efficacy, pre-employment screening
can test a person's susceptibility to mental disorders on the job. Therefore, appropriate
pre-employment screening measures to predict mental health in employees are
important to decide whether the benefits of pre-employment screening outweigh the
potential risks and costs.3,4
By considering this situation, the authors try to conduct a literature review
based on existing literature to discuss mental examination on employee recruitment.
The hope is that this article will be useful for all of us, especially as general
2
, practitioners in screening, diagnosing and treating mental health problems.
3
1
, CHAPTER I
INTRODUCTION
A. Background
Mental health problems are currently the leading cause of absenteeism in most
developed countries. The impact of mental health problems is especially strong
among high-risk occupations, such as emergency service workers, or jobs in other
critical sectors where repeated exposure to stressful or traumatic incidents can have
adverse mental health outcomes.1
Management of employees' mental health at work is very important,
considering that the workplace is usually characterized by a work environment that
has a negative impact on mental health. Workers with mental health problems may be
afraid of not getting a job because of their illness, and may therefore try to hide their
mental health problems. For this reason, doctors should conduct diagnostic interviews
or screening tests to help identify hidden mental health problems.1,2
Existing literature suggests that mental checks on hiring raise concerns
regarding the lack of evidence of efficacy. Even if pre-employment screening is able
to identify high-risk workers, there may be variation in the positive predictive value
of each individual. Consequently, the pre-employment screening used may exclude
candidates offered positions and possibly some healthy and potential individuals who
will miss out on career opportunities.3,4
Despite the lack of available evidence of efficacy, pre-employment screening
can test a person's susceptibility to mental disorders on the job. Therefore, appropriate
pre-employment screening measures to predict mental health in employees are
important to decide whether the benefits of pre-employment screening outweigh the
potential risks and costs.3,4
By considering this situation, the authors try to conduct a literature review
based on existing literature to discuss mental examination on employee recruitment.
The hope is that this article will be useful for all of us, especially as general
2
, practitioners in screening, diagnosing and treating mental health problems.
3
