Can HRM predict mental health crises? Using HR analytics to unpack the link between employment and suicidal thoughts and behaviors

Abstract

Purpose The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental health assistance. Design/methodology/approach Drawing from the 2019 National Survey of Drug Use and Health (N = 56,136), this paper employs multivariate binary logistic regression to model the work-related predictors of suicidal ideation, planning and attempts. Findings The results indicate that known periods of joblessness, the total number of sick days and absenteeism over the last 12 months are significantly associated with various suicidal outcomes while controlling for key psychosocial correlates. The results also indicate that employee assistance programs are associated with a significantly reduced likelihood of suicidal ideation. These findings are consistent with conservation of resources theory. Research limitations/implications This research demonstrates preliminarily that the HR function can unobtrusively detect employee mental health crises by collecting data on key predictors. Originality/value In the era of COVID-19, employers have a duty of care to safeguard employee mental health. To this end, the authors offer an innovative way through which the HR function can employ predictive analytics to address mental health crises before they result in tragedy.