UGROHW Lab

WHAT WE DO

At the UGROHW Lab, we specialize in workplace mental health research, with an emphasis on human and veterinary healthcare workers. We take a prevention-focused approach to our research, aiming to uncover and mitigate risk factors that lead to poor mental health in the workplace. Based on our ongoing research, we have identified three key research areas.

Staffing Shortages and Employee Retention

Staffing shortages and poor employee retention are significant concerns in healthcare. They exacerbate high work demands and lead to adverse mental health outcomes. This vicious cycle perpetuates further staffing shortages due to increased absenteeism and turnover, ultimately affecting the quality of healthcare delivery.

There are many factors that affect employee retention, which are moderated by increased work demand. These factors are divided into two categories: direct and indirect pathways to sick leave or leaving the profession. The direct pathway includes only one level, which is comprised of both work specific and non-work specific detectable factors. The indirect pathway is comprised of three levels: Level one is the initial antecedent, which is typically staff shortage. Level two contains traceable factors such as personal and organizational factors. Level three contains detectable factors, such as poor mental or physical health.

Moral Distress and Moral Injury

Moral distress arises when there is a conflict between what healthcare workers believe they should do and what they can do. Moral injury refers to the psychological effects caused by decisions or actions that violate one’s values. Initially studied in the military, these constructs are recognized as significant issues for human and veterinary healthcare workers. Our research, particularly during the pandemic, highlights the urgent need to address these issues to protect healthcare workers’ well-being and professional competency.

Readiness to Practice

Numerous studies revealed that younger or less experienced healthcare workers are particularly vulnerable to mental health challenges, which may lead to increased sick leave or even exiting the profession. Our work extends beyond assessing clinical competence to evaluate new practitioners’ readiness to handle the physical and emotional demands of healthcare settings, thereby ensuring a more resilient and sustainable workforce.

OUR APPROACH

Collaborative Approach: Our approach is inherently collaborative. We value working with researchers from various disciplines, each bringing unique skill sets. Our partnerships extend across community, provincial, national, and international levels, ensuring a comprehensive and impactful research process.

Research Methods: We employ various research methods, including qualitative, quantitative, and knowledge synthesis techniques (e.g., meta-analysis, scoping reviews). Whenever possible, we adopt a mixed-methods approach, integrating statistical results with rich qualitative data to provide a comprehensive understanding of the ‘what’ and the ‘why’ behind our research questions

WHY WE DO IT

Enhance Healthcare Workers’ Well-being: Our primary aim is to improve healthcare workers’ mental health and overall well-being. This, in turn, contributes to better patient care and a more stable, effective healthcare system. By addressing the needs of healthcare workers, we help ensure continuity and quality of care.

Advance Knowledge: We are dedicated to advancing knowledge through traditional and innovative methods. We engage with our partners and knowledge users, present our findings at conferences from local to international levels, and publish in scientific journals. Additionally, we leverage creative formats such as videos and documentaries to reach and inform the public.

Train Future Generations: We are committed to nurturing the next generation of researchers. By providing comprehensive training and equipping them with essential skills and knowledge, we ensure the continuation and growth of this crucial field.