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The Impact of Organizational Policies on the Mental Well-Being of NHS Employees: A Critical Literature Review
Subject area: Science,Engineering and Technology · Area of research: Healthcare Management, Employee Mental Well-being
DOI: 10.64388/IREV9I3-1710515-566
Abstract
Introduction: The indispensable role of healthcare staff in any nation is a fact. However, issues surrounding the health and mental well-being of staff of public healthcare systems are not fully understood nor appreciated, even though it is known that performance is closely tied to well-being. This study sought to better understand the health and mental well-being of staff of a national healthcare system, vis-a-vis the organisational policies underpinning it, the prevailing realities, and how to ensure improvements. Also, the different approaches to achieving an optimal state of staff health were explored, with the importance of management and leadership. Method: The study utilised a critical literature review research approach and integrated principles of qualitative reach with that of a qualitative one. The study presented a four-chapter investigation encompassing the current state of NHS employees' mental well-being, NHS organizational policies designed to promote staff mental health, barriers and enablers affecting policy implementation, and the role of managers in shaping policies and their impact on employees' workplace health. This ensured that issues around the health and general well-being of National Health Service (NHS) staff were better and more accurately captured. The study population was the staff of the NHS in the United Kingdom (UK), and it explored the period within the last ten years. An established research protocol (a variant of the Cochrane Handbook of Systematic Review of Interventions) was employed in conducting the systematic review process. Relevant and updated statistical data on the different health and mental wellbeing parameters were obtained and analysed and were put in proper context using current literature and data, including grey literature. Findings: Most relevant data showed that there are marked improvements in some wellbeing parameters, which include the general health and organisational strategies to improve staff wellbeing. Others were static or showed deterioration, and they were in the areas of physical violence, stress levels, and bullying and harassment. However, it showed that organisational initiatives can make a significant difference in staff health and mental well-being. Some of the identified factors that aid in this regard include peer support, adequate communication, immigration, and others while those that mitigate against it are discrimination (and stigma), and race and gender challenges. The role of managers and leadership in creating conditions that improve staff wellbeing were demonstrated and were shown to be areas where actions are being taken. Implications: This study considered how well organisational-level policies on health and mental wellbeing are effective for NHS staff across the board. Success in this regard is very important, as it directly impacts on the quality of care they provide continuously and can indicate the state of public healthcare in any given nation. This study used up-to-date data to accurately show the present state of play as it concerns public healthcare in the UK and made well-informed recommendations to address identified challenges. The study would be very useful to managers and leaders of NHS trusts and organisations, researchers in the field, policymakers, and indeed the public, as it adds layer to the available body of literature in this area. Recommendations and Conclusion: Based on the findings, this dissertation offers practical recommendations for policymakers, healthcare administrators, and NHS leadership. It advocates for the continuous development and evaluation of policies that prioritize the mental well-being of employees, coupled with efforts to foster a supportive organizational culture. Ultimately, this research underscores the imperative of prioritizing the mental health of NHS employees to ensure the sustainability of high-quality healthcare provision. However, the studexperiences;nvolve individual lived experiences, therefore, future research should consider longitudinal studies and qualitative investigations to capture the evolving nature of this complex issue.
Keywords
Employee Well-being, Mental Health, NHS Workforce Policies, Organizational Support, Healthcare Management
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How to cite this paper
@article{1710515,
author = {Helen Ogochukwu Nwandu, Yetunde Victoria Mene},
title = {The Impact of Organizational Policies on the Mental Well-Being of NHS Employees: A Critical Literature Review},
journal = {Iconic Research And Engineering Journals},
year = {2025},
volume = {9},
number = {3},
pages = {400-434},
issn = {2456-8880},
url = {https://www.irejournals.com/formatedpaper/1710515.pdf},
abstract = {Introduction: The indispensable role of healthcare staff in any nation is a fact. However, issues surrounding the health and mental well-being of staff of public healthcare systems are not fully understood nor appreciated, even though it is known that performance is closely tied to well-being. This study sought to better understand the health and mental well-being of staff of a national healthcare system, vis-a-vis the organisational policies underpinning it, the prevailing realities, and how to ensure improvements. Also, the different approaches to achieving an optimal state of staff health were explored, with the importance of management and leadership.
Method: The study utilised a critical literature review research approach and integrated principles of qualitative reach with that of a qualitative one. The study presented a four-chapter investigation encompassing the current state of NHS employees' mental well-being, NHS organizational policies designed to promote staff mental health, barriers and enablers affecting policy implementation, and the role of managers in shaping policies and their impact on employees' workplace health. This ensured that issues around the health and general well-being of National Health Service (NHS) staff were better and more accurately captured. The study population was the staff of the NHS in the United Kingdom (UK), and it explored the period within the last ten years. An established research protocol (a variant of the Cochrane Handbook of Systematic Review of Interventions) was employed in conducting the systematic review process. Relevant and updated statistical data on the different health and mental wellbeing parameters were obtained and analysed and were put in proper context using current literature and data, including grey literature.
Findings: Most relevant data showed that there are marked improvements in some wellbeing parameters, which include the general health and organisational strategies to improve staff wellbeing. Others were static or showed deterioration, and they were in the areas of physical violence, stress levels, and bullying and harassment. However, it showed that organisational initiatives can make a significant difference in staff health and mental well-being. Some of the identified factors that aid in this regard include peer support, adequate communication, immigration, and others while those that mitigate against it are discrimination (and stigma), and race and gender challenges. The role of managers and leadership in creating conditions that improve staff wellbeing were demonstrated and were shown to be areas where actions are being taken.
Implications: This study considered how well organisational-level policies on health and mental wellbeing are effective for NHS staff across the board. Success in this regard is very important, as it directly impacts on the quality of care they provide continuously and can indicate the state of public healthcare in any given nation. This study used up-to-date data to accurately show the present state of play as it concerns public healthcare in the UK and made well-informed recommendations to address identified challenges. The study would be very useful to managers and leaders of NHS trusts and organisations, researchers in the field, policymakers, and indeed the public, as it adds layer to the available body of literature in this area.
Recommendations and Conclusion: Based on the findings, this dissertation offers practical recommendations for policymakers, healthcare administrators, and NHS leadership. It advocates for the continuous development and evaluation of policies that prioritize the mental well-being of employees, coupled with efforts to foster a supportive organizational culture. Ultimately, this research underscores the imperative of prioritizing the mental health of NHS employees to ensure the sustainability of high-quality healthcare provision. However, the studexperiences;nvolve individual lived experiences, therefore, future research should consider longitudinal studies and qualitative investigations to capture the evolving nature of this complex issue.},
keywords = {Employee Well-being, Mental Health, NHS Workforce Policies, Organizational Support, Healthcare Management},
month = {September},
doi = {https://doi.org/10.64388/IREV9I3-1710515-566}
}