Mental Examination on Employee Recruitment: A Literature Review, Essays (university) of Medicine

Download Mental Examination on Employee Recruitment: A Literature Review and more Essays (university) Medicine in PDF only on Docsity!

MENTAL HEALTH IN STALKING

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, 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, 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, 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

CHAPTER II

LITERATURE REVIEW

A. Definition Pre-employment medical examination is a medical examination carried out by a doctor before a worker is accepted to do work. Workforce health checks are carried out by doctors who meet the requirements based on applicable laws and regulations.5, The medical examination includes anamnesis, mental examination, physical examination, physical fitness examination, radiological examination, laboratory examination, additional examinations which are adjusted to the working conditions of the worker.5, In its implementation, employers or administrators together with doctors develop guidelines for pre-employment medical examinations that guarantee the placement of workers according to their health and the work to be carried out and these guidelines must obtain prior approval from the director. Guidelines for Pre- Occupational Health Checks are developed and developed following company capabilities and medical advances in occupational safety.5, Based on the Regulation of the Minister of Manpower and Transmigration No. PER.02/MEN/1980 Concerning Workers' Health Examination in the Implementation of Occupational Safety, a mental examination is carried out when an anamnesis or physical examination is carried out by asking general and specific questions regarding the following matters. Among other things, the purpose of applying for a job, the purpose of being accepted in a certain position, the feeling of satisfaction with various situations regarding oneself and the environment, motivation to work and so on.^6 What is examined outside of this mental examination are general functions

and special functions as follows:^6

1. General Function:

• Circumstances
• Individual orientation
• Time orientation
• Room orientation
• Situation orientation Attitude & Behavior
• Whether or not it is easy to adjust the attitude of behavior with the existing atmosphere. The inferred mental status is:
• Normal
• Disturbed and in need of treatment
• Need a consultation B. Purpose of Mental Examination The pre-employment medical check-up is aimed at ensuring that the workforce received is in the highest health condition, does not have infectious diseases that will affect other workers, and is suitable for the work to be carried out so that the safety and health of the workforce concerned and other workers -Others can be guaranteed.4, The purpose of health checks in hiring has traditionally been to ensure that candidates can perform their jobs safely without putting other colleagues at risk. Tests carried out haphazardly will produce irrelevant findings. The follow-up required for these findings can delay work, result in false rejection of a candidate, divert resources away from efforts that might benefit health outcomes, and cause unnecessary expenses.^7 All types of health checks have risks. Previous studies have highlighted concerns about the ability of hiring screening to predict and reduce future mental

provides information regarding the patient's strengths and weaknesses, on how and why the patient is in that situation, and what the prognosis is. This information is useful for diagnosis and comprehensive personality assessment.9, Most of the instruments used are standardized against normal controls who are asked to respond to the same stimuli or set of questions. The responses are then tabulated in a normal distribution pattern with the subjects being compared.11– With standardization, the application of tests and scoring does not vary at different times and examiners. Standardization of each test will show data related to the validity and reliability of the test and can determine whether the test is reproducible and the validity of the use of the test.9,11, Broadly speaking, psychological tests are classified as follows:^9

1. Objective Test Objective test is a written test based on specific things and questions. The test will provide a numerical score and profile that is easy to perform math or statistical calculations. One example of this test is the Minnesota Multiphasic Personality Inventory (MMPI).
2. Projective Test Projective tests provide stimuli that are not immediately obvious, thus encouraging the patient to project his own needs onto the test situation. Projective tests may have no right or wrong answers. The person being tested must give meaning to the stimulus according to his needs and abilities. Examples of these tests are the Thematic Apperception Test (TAT), the Draw a Person Test, the Rorschach test, and the Sentence Completion Test.
3. Individual or Group Tests The test can be administered individually or in groups. Individual tests have the advantage of providing an opportunity for the examiner to assess personal motivational factors and to observe and record people's behavior during the test. Precise response time logging is also possible. However, group tests are usually easier to administer

and score.

4. Serial Test (Battery Test) A number of individual tests are used together to construct a psychological or neuropsychological sequence. Test suites can provide more information about various functional areas than individual tests can provide and can increase the level of reliability if there is a positive correlation between them. One example of a sequential test is the Halstead-Reitan test. E. Intelligence Test Intelligence (intelligence) is defined as a person's ability to assimilate factual knowledge, to remember recent or past events, to provide reasons logically, and to manipulate concepts to translate abstract things into reality and from reality to abstract things, to analyze and synthesize form, and to deal meaningfully and accurately with issues and priorities that seem important in a given situation.9, Intelligence Quotient (IQ) is the ratio of mental age to chronological age, multiplied by 100 and without a decimal value. IQ is an interpretation or a classification of total test scores in relation to the norms enforced within the group. IQ is a measure of current functional ability, not necessarily future potential. Although in general terms IQ is stable throughout life, there is no absolute certainty about its predictive nature. A person's IQ is assessed in terms of past experience and future opportunities.9, IQ itself is not an indicator of the origin of reflected capacity, genetic (congenital) or environmental. The most useful intelligence tests should measure a wide range of skills and abilities, including verbal and performance, that are newly learned or long-learned, over time or out of time, culturally related or independent.9, The best and most widely used standardized test of intelligence in clinical practice today is the Weschsler Adult Intelligence Scale (WAIS). The WAIS consists of 11 subtests consisting of 6 verbal subtests and 5 performance subtests

clues to personality structure. B. Performance

1. Complements the picture It is the beginning of the performance section and consists of completing an incomplete drawing. Visuoperceptive defects become apparent if mistakes are made
2. Stacking blocks This subtest requires the subject to match the colored blocks and the visual design. Brain dysfunction including left-right dominance disorders interferes with performance.
3. Arrange pictures Subjects are asked to Arrange a number of pictures in an order that tells a story. Besides assessing performance, this subtest provides data on the subject's cognitive style
4. Mounting image The subject must put up an object, in the right order and arrangement. Visuoperceptive, somatoperceptive, and manual dexterity were tested here.
5. digit symbols Subjects are given a code that pairs symbols and digits. The test consists of matching a number of digits with the corresponding symbol in the shortest time possible. The interpretation of the WAAIS IQ score has very high reliability. The verbal scale assesses memory of previously acquired factual information, and the performance scale assesses visuospatial capacity and visuomotor speed in problem- solving tasks. The performance scale is sensitive to normal age compared to the verbal scale. Discrepancies between verbal tests and performance (usually more than 15 points) may suggest the presence of psychopathology and require follow-up. Table 1. Classification of Intelligence by IQ Range^9

Classification IQ Range Mental retardation (RM) is very severe RM is heavy Medium RM Light RM Threshold Normal Low Normal Normal Smart Superior Very superior

20-25 to 35- 35-40 to 50- 50-55 to 70 70- 80- 90- 110- 120- 130 and over F. Personality Assessment Personality is defined as the long-lasting and persistent motivations, emotions, interpersonal styles, attitudes, and individual traits. Personality assessment is a systematic measurement of these personality characteristics. Personality tests measure hard-to-define concepts such as depression, anger, and anxiety. Even more challenging personality concepts such as somatization, the ability to delay gratification, or suicidal potential can be measured by means of personality assessments. Personality assessment can be very important in the scientific study of psychology and psychiatry.17, Objective personality tests are relatively straightforward in their assessment. Patients are usually asked specific, standard questions in a structured written or oral format. Each patient is usually asked the same questions. Data obtained from selected patients were compared with similar data obtained from the normative group. The extent to which the patient deviated from the norm was recorded and used in the interpretation process. Patient response was assessed according to certain agreed criteria. The scores obtained are then compared with normative tables and often converted to standard scores or percentiles, or both. The MMPI is an example

Psychological Screening Inventory (PSI) Eysenck Personality Questionnaire (EPQ) or Inventory (EPI) Adjective Checklist (ACL) Comrey Personality Scales (CPS) Tennessee Self- Concept Scale (TSCS ) format True-false, self- report format True false, self- report format True False, self- report format, 6 scale 100 numbers, true false, self-report format, 14 scale as a screening tool for the possibility of needing psychological assistance Useful as screening tools, tests have a theoretical basis with research support Can be used to judge yourself or others Using factor analytic techniques with high sophistication in the preparation of the test Testing time is short and provides a fair amount of information The scale is short, the number used is transparent, not recommended for screening Relative score is closely related to conventional personality Not widely used, problems with the interpretation of analytical factors Abbreviation is also detrimental, undermines reliability and legitimacy, serving only as a screening tool G. Management of Mental Health in the Work Environment The economic impact of mental health problems is a growing concern for many employers around the world, thus spurring the development of mental health in the workplace. Recognition of, and response to, mental health problems in the workplace has increased significantly over the past 10 years, through the development of practices and legislation to expand compensation for work-related mental injuries.1. Mental health is determined by many factors, namely from within a person, their environment, and their work. Interventions to address symptoms of mental health problems have an impact on performance at work. These contributions can range from organizational interventions to promote psychological health and safety in the workplace to group or individual interventions to promote recovery from mental health.21, Prevention strategies aim to improve well-being and reduce the incidence of

mental health problems for workers. Primary prevention of mental health problems in the workplace can include strategies such as assisting employers in adopting national standards or providing workplace health education. Health workers can also collaborate with employers on modifications to working conditions, such as the environment or workload demands, so as to reduce the risk of mental health problems, and/or provide resilience training, such as stress management. Occupational therapists can also provide training to supervisors and managers to support them in efforts to prevent mental health problems and to support initiatives to keep up with their work. Strategies that focus on increasing employees' sense of control; promoting health behaviors, such as exercise; and teaching stress management techniques has moderate to strong evidence to support their effectiveness in improving mental health.1. Secondary prevention of mental health problems targets individuals with mental health risk factors and is designed to promote early intervention and support through strategies such as screening, mental health literacy training and supportive counselling. A large study found that many of these strategies may be effective for improving symptoms, but their effects on job outcomes, such as attendance and productivity, have not been well studied in the literature.1,21, Tertiary interventions aim to treat those with mental illness and build workers' capacity to cope with stress at work, advocate for employers for workplace accommodations, and support workers returning to work after recovering from illness. Health workers who have expertise in cognitive behavioral job demand analysis can facilitate return to work planning through the process of adapting workers' abilities to job demands. Another therapeutic approach is cognitive work enhancement, which uses increasingly difficult tasks to develop occupational performance skills, focusing on stress management, interpersonal conflict resolution skills, and functional skills directly related to work. Interventions to help workers with mental health problems with recovery and return to work, such as cognitive behavioral therapy and problem-focused return to work programs, have strong evidence to reduce symptoms and improve work-related outcomes. In addition, a

CHAPTER III

CLOSING

A. Conclusion Medical check-up at employee recruitment aims to improve and maintain the degree of physical, mental & social health so that work is more efficient and has high productivity. This inspection also aims to protect workers from harmful factors, due to disease transmission, occupational diseases, which are caused by vulnerable physical conditions. Regulations related to mental examinations on hiring employees are contained in statutory regulations, and are a shared responsibility between the government, employers and the workers themselves. Mental health in the work environment is one of the main aspects that plays an important role in work productivity. So that proper management of mental health in the work environment must be given attention to encourage performance and improve the quality of life for workers.

BIBLIOGRAPHY

1. Moll SE, Heino CM, LeBlanc AH, Beck LB, Kalef LM. Workplace mental health: Current practice and support needs of Ontario occupational therapists. Can J Occupy Ther. 2018;85(5):408-417. doi:10.1177/
2. Jeon SW, Kim YK. Application of Assessment Tools to Examine Mental Health in Workplaces: Job Stress and Depression. Investigative Psychiatry. 2018;15(6):553-560. doi:10.30773/pi.2016.10.
3. Opie E, Brooks S, Greenberg N, Rubin GJ. The usefulness of pre-employment and pre-deployment psychological screening for disaster relief workers: a systematic review. BMC Psychiatry. 2020;20(1):211. doi:10.1186/s12888-020- 02593-
4. Pachman J. Evidence base for pre-employment medical screening. Bull World Health Organs. 2009;87(7):529-534. doi:10.2471/blt.08.
5. Law No. 1 of 1970 concerning Work Safety.
6. Regulation of the Minister of Manpower and Transmigration of the Republic of Indonesia Number Per.03/Men/1982 of 1982 concerning Health Services for Workers.
7. Regulation of the Minister of Manpower and Transmigration Number Per.02/Men/1980 of 1980 concerning Health Checks for Workers in the Implementation of Work Safety.
8. Government Regulation of the Republic of Indonesia Number 50 of 2012 concerning Implementation of Occupational Health and Safety Management Systems.
9. Sadock BJ, Sadock VA, Ruiz P. Kaplan & Sadock's Synopsis of Psychiatry : Behavioral Sciences/Clinical Psychiatry .; 2015.
10. Xiong GL, Joseph AM, Suo S, et al. Understanding preventive health screening services use in persons with serious mental illness: how does integrated behavioral health primary care compare? Int J Psychiatry Med. 2015;48(4):279-298. doi:10.2190/PM.48.4.d
11. Sadock BJ, Sadock VA, Ruiz P, Kaplan HI. Kaplan & Sadock's Comprehensive Textbook of Psychiatry .; 2017.
12. Richardson R, Trépel D, Perry A, et al. Screening for psychological and mental

Health Serv Res. 2016;43(2):330-338. doi:10.1007/s11414-014-9428-

23. Proper KI, van Oostrom SH. The effectiveness of workplace health promotion interventions on physical and mental health outcomes - a systematic review ofreviews. Scand J Work Environ Health. 2019;45(6):546-559. doi:10.5271/sjweh.
24. Wilhelm K, Kovess V, Rios-Seidel C, Finch A. Work and mental health. Soc Psychiatry Psychiatr Epidemiol. 2004;39(11):866-873. doi:10.1007/s00127- 004-0869-