# Predictors of psychological well-being during imposed prolonged absence from work

## TL;DR

This study explores how personal and home resources affect psychological well-being during forced work absence, such as during the pandemic.

## Contribution

The study identifies specific personal and home resources that mitigate psychological distress during imposed work absence.

## Key findings

- Psychological well-being is positively linked to personal resources and quantitative home demands.
- Life satisfaction is negatively linked to emotional home demands and positively linked to personal resources.
- Perceived job insecurity is strongly associated with increased anxiety.

## Abstract

Between March 2020 and September 2021, 11.7 million employee jobs were furloughed through the UK Coronavirus Job Retention Scheme (JRS). Imposed work absence shielded workers from job loss, but furloughed workers had increased risk of poor mental health compared to those who stayed working. Understanding the factors that mitigate psychological distress during imposed work absence can inform actions to be taken in future crises.

To explore the relationships between (a) work and home demands with well-being outcomes, and (b) personal and organisational resources with well-being outcomes, during periods of imposed prolonged absence and uncertainty.

We analysed online survey data collected with furloughed workers in the UK ‘Wellbeing of the Workforce Study’. Measures included psychological well-being, anxiety, life satisfaction, job insecurity, home demands (quantitative and emotional), organisational support for work-family balance, and personal resources (resilience, purpose, and coping ability).

Psychological well-being was associated positively with quantitative home demands (β = 0.24, p < 0.05) and personal resources (β = 0.45, p < 0.001). Life satisfaction was associated negatively with emotional demands at home (β = –0.26, p < 0.05) and positively with personal resources (β = 0.30, p < 0.05). Perceived job insecurity was positively associated with anxiety (β = 0.36, p < 0.001).

Job-related factors are less influential during periods of employment uncertainty compared to personal and home resources. Decision-makers should provide psychological support during periods of job uncertainty and bolster the essential benefits of personal and home resources. Moving forwards, these findings may have broader applicability to other challenges and crises, such as suspension from work, or role changes resulting from organisational restructuring.