Self-Management at Work’s Moderating Effect on the Relations Between Psychosocial Work Factors and Well-Being

Carol-Anne Gauthier (), Tyler Pacheco, Élisabeth Proteau, Émilie Auger and Simon Coulombe
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Carol-Anne Gauthier: Champlain Regional College—St. Lawrence, 790 Nérée Tremblay, Québec, QC G1V 4K2, Canada
Tyler Pacheco: Department of Industrial Relations, Université Laval, 2325 Rue de l’Université, Québec, QC G1V 0A6, Canada
Élisabeth Proteau: Relief Research Chair in Mental Health, Self-Management, and Work, Université Laval, 2325 Rue de l’Université, Québec, QC G1V 0A6, Canada
Émilie Auger: Collège Ahuntsic, 9155, Rue St-Hubert, Montréal, QC H2M 1Y8, Canada
Simon Coulombe: Department of Industrial Relations, Université Laval, 2325 Rue de l’Université, Québec, QC G1V 0A6, Canada

IJERPH, 2025, vol. 22, issue 7, 1-25

Abstract: Mental health self-management (MHS) strategies may help workers with mental health concerns preserve and enhance their well-being. However, little research has explored how these strategies may help mitigate the effects of negative psychosocial work factors (PWFs) on well-being outcomes. This cross-sectional study investigated (1) the relationship between PWFs and well-being, (2) the association between MHS at work and well-being, and (3) the moderating role of self-management in preventing negative PWFs’ deleterious effects. A sample of 896 Francophone workers in Canada completed a questionnaire that included self-reported measures related to workplace, self-management, and well-being. Structural equation modeling (conducted via the MPlus software, version 8.6) revealed that psychological demands were negatively related to positive well-being outcomes and positively associated with adverse well-being outcomes. Competency-related autonomy was positively associated with flourishing, and recognition was positively associated with flourishing and positive well-being at work, as well as being negatively associated with burnout and depression. Surprisingly, supervisor support was negatively related to positive well-being and positively related to burnout and depression. MHS was positively associated with positive well-being at work, flourishing, and work performance, but had no relationship with negative mental health. MHS significantly moderated the relationship between each PWF and well-being at work in both beneficial and adverse ways, depending on the specific well-being indicator being considered. From a workplace well-being perspective, this suggests that although self-management may help workers preserve and enhance their positive well-being, organizations must also directly target PWFs to prevent negative well-being outcomes.

Keywords: self-management strategies; mental health self-management; self-care; workplace well-being; psychosocial work factors; positive mental health; psychological health (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2025
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