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Objective: The objective of this study is to investigate the relationship between sources of work-related stress (WRS) for pilots, effects on wellbeing, and coping mechanisms.
Background: Recent studies have measured depression levels in pilots but not the relationship between depression levels and coping strategies.
Methods: An anonymous web-based...
Context in source publication
Citations
... SD=0.48), indicating a need for increased support and interventions to improve their stress management skills and prevent burnout, decreased job satisfaction, and impaired decision-making (Gabayoyo & Madrigal, 2022;Olivar et al., 2024). While judges employ coping mechanisms to manage stressors like heavy workloads and work-life balance challenges (Gabayoyo & Madrigal, 2022), the moderate level of use suggests room for improvement, potentially through greater awareness of effective strategies such as talking with colleagues, physical exercise, and mindfulness (Olivar et al., 2024;Cahill et al., 2021), while considering cultural and professional nuances (Labrague et al., 2018). Targeted support systems, including stress management workshops, mindfulness training, and counseling programs (Costa & Pinto, 2017;McCarthy et al., 2018), can help judges develop more effective coping mechanisms, ultimately prioritizing their mental health and wellbeing to ensure professional effectiveness and uphold the integrity of the judicial process. ...
The Philippine Social Science Journal (PSSJ) Volume 7.2 offers a rich
tapestry of research that delves into a diverse range of social science issues
relevant to both the Philippines and the broader global context. This issue goes
beyond simply presenting findings; it encourages a deeper understanding of the
complexities of human experience within various social structures and systems.
... Until recently, however, most pilots have generally not been supportive of programs designed to improve their mental health. This is concerning because Cahill et al. (2021) found that 46% of surveyed pilots met the threshold for at least mild depression. Everyday stressors such as anxiety, relationship breakdown, financial problems, or low mood sometimes lead to more serious mental disorders, and pilots are prone to either ignoring or hiding mental health issues until they become overwhelming. ...
In July 2018, the European Union Aviation Safety Agency (2018) issued Regulation (EU) 2018/1042, now (EU) 2020/745, which required all commercial air transport operators to implement a support program by February 14, 2021. This was initially aimed at pilots and formed part of the recommendations made after the pilot murder-suicide crash of Germanwings flight 9525 in March 2015. Pilot peer support is now considered vital in supporting crew well-being and in promoting aviation safety, alongside other initiatives (Federal Aviation Administration, 2024). To date, there has been scant published literature on the provision of pilot peer support beyond the rationale for its inception. This In Practice paper offers guidance for a competency-based framework for training and benchmarking pilot peers and draws on the familiar framework to pilots of the International Civil Aviation Organization (ICAO) pilot competencies (ICAO, 2013). This conceptualization of peer competencies offers a framework for pilot peers in the acquisition of core peer support skills, and for those training pilot peers, a yardstick by which skills acquisition can be assessed.
... SD=0.48), indicating a need for increased support and interventions to improve their stress management skills and prevent burnout, decreased job satisfaction, and impaired decision-making (Gabayoyo & Madrigal, 2022;Olivar et al., 2024). While judges employ coping mechanisms to manage stressors like heavy workloads and work-life balance challenges (Gabayoyo & Madrigal, 2022), the moderate level of use suggests room for improvement, potentially through greater awareness of effective strategies such as talking with colleagues, physical exercise, and mindfulness (Olivar et al., 2024;Cahill et al., 2021), while considering cultural and professional nuances (Labrague et al., 2018). Targeted support systems, including stress management workshops, mindfulness training, and counseling programs (Costa & Pinto, 2017;McCarthy et al., 2018), can help judges develop more effective coping mechanisms, ultimately prioritizing their mental health and wellbeing to ensure professional effectiveness and uphold the integrity of the judicial process. ...
Judges worldwide face intense pressure from heavy workloads, emotionally charged cases, and limited resources, leading to burnout and decreased public trust in the justice system. While individual coping is important, systemic change is crucial. This descriptive-correlational study investigated occupational stress, psychological distress, and coping strategies among 357 first-level judges in the Philippines. The study employed three standardized instruments: the Occupational Stress Scale, the Kessler Psychological Distress Scale (K10), and the Filipino Coping Strategies Scale (FCSS). This study revealed that first-level judges in the Philippines experience high levels of occupational stress and psychological distress. However, they also utilize a range of coping strategies to manage these challenges. The study found no significant relationship between occupational stress, psychological distress, and coping strategies and the demographic profile of the first-level judges. This suggests that these challenges are inherent to the judicial role itself rather than influenced by individual differences. The study concludes that interventions and support systems tailored to the specific demands of the profession are needed to address these challenges. The findings served as the basis for the Wellness Program for the first-level court judges in the Philippines.
... A growing body of evidence identifies psychosocial and contextual risk factors related to mental health at the workplace, such as working conditions (eg, job insecurity, work-life balance, job pressure), organizational culture, and type of work [7][8][9]. For instance, anxiety and barriers at the workplace, including social, attitudinal, and health system-related environmental ones, are key determinants of work performance for workers with depression [10]. ...
Background: Occupational e-mental health (OeMH) interventions significantly reduce the burden of mental health conditions. The successful implementation of OeMH interventions is influenced by many implementation strategies, barriers, and facilitators across contexts, which, however, are not systematically tracked. One of the reasons is that international consensus on documenting and reporting the implementation of OeMH interventions is lacking. There is a need for practical guidance on the key factors influencing the implementation of interventions that organizations should consider. Stakeholder consultations secure a valuable source of information about these key strategies, barriers, and facilitators that are relevant to successful implementation of OeMH interventions.
... A diverse occupational analysis among the general population revealed factors including high-risk occupations, excessive work demands, low social support, and lack of control over work demands were associated with higher odds of developing psychological distress compared with dichotomous occupations [12]. Noteworthily, it is evident these similar adverse occupational characteristics are often associated with the role of being an airline pilot [13][14][15]. Given the low probability of imminent alterations in the occupational demands associated with the role of an airline pilot, it is advisable to devise and implement strategies aimed at enhancing health and wellness within this professional group. ...
... CI) prevalence of mild depression among airline pilots [9]. Further, a web-based survey reported a prevalence of 57% for meeting their threshold for mild depression [15], whereas another systematic review reported that the prevalence of depression ranged from 1.9% to 12.6% [8]. Regardless of the heterogeneity of existing research methods and depression classification thresholds, collectively, present empirical evidence suggests a notable proportion of airline pilots experiencing suboptimal mental health at comparable rates to that of the general population [8]. ...
... Recent reports from clinical trials suggest improvements in health behaviors are associated with elevated perceived mental health, improved cardiometabolic fitness, and decreased fatigue [18][19][20][21][22][23]. Further, diet management and physical exercise have been reported as the most prevalent coping mechanisms for work-related stress among airline pilots [15]. Evidence suggests collectively improving multiple health behaviors may have a positive effect on mental health [24], yet further research is required to examine the independent relationship between discrete health behaviors and mental health. ...
Background
Lifestyle behaviors including physical activity, sleep, nutrition, smoking, and alcohol consumption are independently associated with health, yet the relationship between these behaviors and mental health has not been explored among airline pilots. The aim of this study was to measure the association between health behaviors and mental health.
Methods
A cross‐sectional study was conducted among 502 airline pilots. The primary outcome measure was the mental component score (MCS), derived from the Short Form Health Survey 12v2. We collected information regarding age, sex, ethnicity, height, body mass, alcohol consumption, tobacco smoking status, moderate‐to‐vigorous physical activity (MVPA), fruit and vegetable intake, and sleep duration.
Results
After controlling for demographic and anthropometric parameters, MVPA, fruit and vegetable intake, and sleep duration were positively correlated with MCS (p ≤ 0.001), and alcohol consumption and tobacco smoking were negatively correlated with MCS (p ≤ 0.001). Multiple linear regression analyses revealed alcohol consumption was the strongest predictor of MCS (β = −0.308, p ≤ 0.001), followed by smoking (β = −0.236, p ≤ 0.001), MVPA (β = 0.233, p ≤ 0.001), sleep (β = 0.148, p ≤ 0.001), and fruit and vegetable intake (β = 0.097, p = 0.003).
Conclusion
The results suggest that greater physical activity, sleep duration, and fruit and vegetable intake are associated with better mental health. Meanwhile, excessive alcohol consumption and tobacco smoking undermine mental health status.
... Evaluating stress in the workplace is crucial across a variety of fields, including healthcare, aviation, finance, information technology, industry and transport [12][13][14]. Stressdetection technologies offer significant benefits by improving operational efficiency, safety and employee well-being. In healthcare, these tools help manage high-pressure situations and enhance patient care [15]. ...
Detection of stress and the development of innovative platforms for stress monitoring have attracted significant attention in recent years due to the growing awareness of the harmful effects of stress on mental and physical health. Stress is a widespread issue affecting individuals and often goes unnoticed as a health concern. It can lead to various negative physiological conditions, including anxiety, depression, cardiovascular diseases and cognitive impairments. The aim of this paper is to provide an overview of studies focusing on embedded devices for non-invasive stress detection, primarily in the form of a modified computer mouse or keyboard. This study not only fills a critical gap in the literature but also provides valuable insights into the design and implementation of hardware-based stress-detection methods. By focusing on embedded devices, specifically computer peripherals, this research highlights the potential for integrating stress monitoring into everyday workplace tools, thereby offering practical solutions for improving occupational health and well-being.
... However, different barriers prevent them from reporting their mental health problems at work [8]. Unfortunately, research conducted by Cahill et al. [18,19] has shown that most pilots claim that their well-being, emotional well-being in particular, is not a priority for their organizations. ...
Background and objective
Although mental health is always a major concern, particularly for airline pilots, knowledge of and attitudes toward mental health have not always been emphasized for safe operations in the aviation industry. Fear of self-reporting, stigmas, and lack of knowledge about mental health conditions are prevalent in this industry. The purpose of our research was to examine pilots' perceptions of mental health issues, the resources available to them, and the reasons they may or may not report these issues.
Methods
We conducted a qualitative, phenomenological study in which 21 commercial pilots were interviewed to better understand their perceptions of mental health issues, available self-help resources, and rationale for failing to report mental health issues.
Results
The results of our analysis using NVivo software showed that pilots neither reported the issues nor trusted the processes meant to address mental health issues. Three themes emerged from the research: (1) pilots avoid discussing mental health issues for fear of repercussions, (2) although resources exist, pilots generally distrust the confidentiality of reporting systems, and (3) pilots honestly believe that reporting any mental health issue will be devastating to their careers.
Conclusions
Airline companies and the Federal Aviation Administration (FAA) need to change processes and instill a sense of trust in reporting systems among pilots so that they feel safe reporting mental health concerns and receive improved treatment. This can lead to more accurate reporting of conditions and ensure safe flight operations.
... In a similar manner, the confidential nature of counseling services within EAPs fosters an environment where employees can seek professional guidance without fear of judgment. This aspect is vital in addressing personal challenges, whether they stem from work-related stressors or external factors (Cahill et al., 2021). Moreover, this kind of programs often organizes workshops and training sessions focused on work-life integration. ...
This chapter delves into the intricate dynamics of work-life balance in modern workplaces, leveraging insights gleaned from a comprehensive analysis of existing literature. Explored within a structured framework, the narrative covers key aspects such as personal and professional priorities, boundary setting, time management, flexibility, remote work, and the role of employee assistance programs (EAPs). The exploration culminates with a dedicated focus on wellness practices and cultivating robust support systems. Real-life narratives and cases studies illustrate fruitful efforts for harmonization, with key insights and strategies distilled for practical application. The discussion encapsulates the evolving nature of work, acknowledges the need for boundaries setting, and underscores the interconnectedness of individual choices, organizational practices, and societal influences. The chapter provides a roadmap for navigating work and life complexities, fostering harmonized equilibrium and functionality in the work-life course.
... Previous studies have indicated a gradual decrease in the flight accident rate attributed to equipment failure, with human factors emerging as the primary contributors to civil aviation accidents [1,2]. Pilots, as crucial members of the civil aviation industry, encounter substantial psychological pressure due to the demands of their work environment and responsibilities [3,4]. Consequently, research has increasingly focused on the mental health of pilots. ...
... The self-acceptance scale is composed of two dimensions: active and passive, each containing 12 items, for a total of 24 items. All items were rated on a five-point Likert scale [32], with the following options and corresponding scores: completely inconsistent (1), basically inconsistent (2), uncertain (3), basically consistent (4), and completely consistent (5). ...
A robust level of self-awareness and self-acceptance is crucial for flight cadets. In this study, a total of 106 flight cadets from various grades and flight training sites were assessed using the self-awareness and self-acceptance scale. The scales were optimized through item analysis, reliability, and validity assessments. The finalized scales demonstrated an acceptable level of reliability and validity. Upon analyzing the collected data, it was observed that the overall self-awareness and -acceptance levels among the evaluated pilot students fell within the normal range. However, identifying positive symptoms directly proved challenging. The tested flight cadets exhibited moderate symptoms across each factor, with instances of severe symptoms in academic self-awareness. Notably, flight cadets trained abroad exhibited a lower level of self-awareness and -acceptance compared to those trained in China. But this phenomenon was not reflected in grade difference. Regression analysis revealed that physical and emotional self-awareness dimensions accounted for 62% of the variations in the psychological dimension, while passive self-acceptance explained 72% of the changes in active self-acceptance. Finally, in view of the issues found in the research, corresponding management measures and recommendations are presented to enhance the self-awareness and -acceptance levels of flight cadets.
... A growing body of evidence identifies psychosocial and contextual risk factors related to mental health at the workplace, such as working conditions (eg, job insecurity, work-life balance, job pressure), organizational culture, and type of work [7][8][9]. For instance, anxiety and barriers at the workplace, including social, attitudinal, and health system-related environmental ones, are key determinants of work performance for workers with depression [10]. ...
Background
Occupational e–mental health (OeMH) interventions significantly reduce the burden of mental health conditions. The successful implementation of OeMH interventions is influenced by many implementation strategies, barriers, and facilitators across contexts, which, however, are not systematically tracked. One of the reasons is that international consensus on documenting and reporting the implementation of OeMH interventions is lacking. There is a need for practical guidance on the key factors influencing the implementation of interventions that organizations should consider. Stakeholder consultations secure a valuable source of information about these key strategies, barriers, and facilitators that are relevant to successful implementation of OeMH interventions.
Objective
The objective of this study was to develop a brief checklist to guide the implementation of OeMH interventions.
Methods
Based on the results of a recently published systematic review, we drafted a comprehensive checklist with a wide set of strategies, barriers, and facilitators that were identified as relevant for the implementation of OeMH interventions. We then used a 2-stage stakeholder consultation process to refine the draft checklist to a brief and practical checklist comprising key implementation factors. In the first stage, stakeholders evaluated the relevance and feasibility of items on the draft checklist using a web-based survey. The list of items comprised 12 facilitators presented as statements addressing “elements that positively affect implementation” and 17 barriers presented as statements addressing “concerns toward implementation.” If a strategy was deemed relevant, respondents were asked to rate it using a 4-point Likert scale ranging from “very difficult to implement” to “very easy to implement.” In the second stage, stakeholders were interviewed to elaborate on the most relevant barriers and facilitators shortlisted from the first stage. The interview mostly focused on the relevance and priority of strategies and factors affecting OeMH intervention implementation. In the interview, the stakeholders’ responses to the open survey’s questions were further explored. The final checklist included strategies ranked as relevant and feasible and the most relevant facilitators and barriers, which were endorsed during either the survey or the interviews.
Results
In total, 26 stakeholders completed the web-based survey (response rate=24.8%) and 4 stakeholders participated in individual interviews. The OeMH intervention implementation checklist comprised 28 items, including 9 (32.1%) strategies, 8 (28.6%) barriers, and 11 (39.3%) facilitators. There was widespread agreement between findings from the survey and interviews, the most outstanding exception being the idea of proposing OeMH interventions as benefits for employees.
Conclusions
Through our 2-stage stakeholder consultation, we developed a brief checklist that provides organizations with a guide for the implementation of OeMH interventions. Future research should empirically validate the effectiveness and usefulness of the checklist.
