The relationship between line manager training in mental health and organisational outcomes.

Background: Line manager (LM) training in mental health is gaining recognition as an effective method for improving the mental health and wellbeing of workers. However, research predominantly focuses on the impacts of training at the employee-level, often neglecting the broader organisational-level outcomes. Most studies derive insights from LMs using self-reported data, with very few studies examining impacts on organisational-level outcomes.

Line manager training and organizational approaches to supporting well-being.

Background: Employee mental health and well-being (MH&WB) is critical to the productivity and success of organizations. Training line managers (LMs) in mental health plays an important role in protecting and enhancing employee well-being, but its relationship with other MH&WB practices is under-researched.

Aims: To determine whether organizations offering LM training in mental health differ in the adoption of workplace- (i.

Typology of employers offering line manager training for mental health.

Background: Mental ill health has a high economic impact on society and employers. National and international policy advocates line manager (LM) training in mental health as a key intervention, but little is known about employer training provisions.

Aims: To explore the prevalence and characteristics of organizations that offer LM training in mental health.

Perceived COVID-19 Vaccine Pressure in the Caribbean: Exploring a New Stressor-Strain Phenomenon in the Pandemic.

This research introduced the new construct of 'perceived COVID-19 vaccine pressure' (i.e., the psychological strain associated with societal demands on vaccine taking) and examined the initial psychometric properties of a newly proposed measure.