MENTAL HEALTH IN ORGANIZATIONS: THE INFLUENCE OF PSYCHOSOCIAL RISKS AND MANAGEMENT PRACTICES ON WORKER ILLNESS

Abstract

Mental health in organizations was analyzed in relation to psychosocial risk factors, work organization and management practices. The aim was to understand how working conditions and managerial decisions may contribute to workers' ill health and to identify prevention strategies relevant to business management. A qualitative, exploratory and descriptive bibliographic and documentary study was conducted through a thematic narrative review. The material comprised 20 thematic sources, including 13 scientific publications and seven official documents or publications, together with one methodological reference. Targeted searches were conducted on October 2, 2026, and recorded source provenance, the extent of reading and limitations of the information used. No data were collected from participants. The analysis covered risk factors, the demand-control, effort-reward imbalance and job demands-resources models, burnout, leadership, organizational interventions and occupational risk management in Brazil. The findings indicated associations between adverse work configurations and different mental health outcomes, with variations according to research design, measurement and statistical adjustment. The review of interventions reported favorable findings for some approaches and outcomes, alongside inconclusive evidence, which precluded promises of uniform effects. Documentary analysis situated work-related psychosocial factors within the risk management framework provided by Brazil's NR-1. Managerial proposals addressed priorities, workload and resources, recognition criteria, reporting procedures and follow-up. The study concluded that prevention may combine support for individuals with changes in working conditions while preserving their distinct functions. Non-exhaustive selection, restricted full-text access for some studies and heterogeneous evidence limited the synthesis. The proposals were not tested in organizations and did not constitute individual diagnosis, a prevalence estimate or a regulatory compliance assessment. Further research could examine implementation and outcomes in specific activities using its own methods and empirical data.