Showing posts with label MentalHealthSupport. Show all posts
Showing posts with label MentalHealthSupport. Show all posts

Wednesday, November 4, 2026

Seasonal Affective Disorder Can Be Triggered By Shorter Days

Charlie Riedel / AP Photo

As winter approaches and daylight hours grow shorter, people prone to seasonal depression can feel it in their bodies and brains. The millions of people estimated to have seasonal affective disorder, or SAD, typically have episodes of depression that begin in the fall and ease in the spring or summer. One trigger for SAD is when clocks revert to standard time, which happened Sunday across much of the U.S., bringing darker afternoons. A milder form, subsyndromal SAD, is recognized by medical experts, and there’s also a summer variety of seasonal depression, though less is known about it………Continue reading…

By  Carla K. Johnson

Source: AP News

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Critics:

Acute stressful situations where the stress experienced is severe is a cause of change psychologically to the detriment of the well-being of the individual, such that symptomatic derealization and depersonalization, and anxiety and hyperarousal, are experienced. The International Classification of Diseases includes a group of mental and behavioral disorders which have their aetiology in reaction to severe stress and the consequent adaptive response.

Chronic stress, and a lack of coping resources available, or used by an individual, can often lead to the development of psychological issues such as delusions, depression and anxiety (see below for further information). Chronic stress also causes brain atrophy, which is the loss of neurons and the connections between them. It affects the part of the brain that is important for learning, responding to the stressors and cognitive flexibility.

Chronic stressors may not be as intense as acute stressors such as natural disaster or a major accident, but persist over longer periods of time and tend to have a more negative effect on health because they are sustained and thus require the body’s physiological response to occur daily. This depletes the body’s energy more quickly and usually occurs over long periods of time, especially when these microstressors cannot be avoided (i.e. stress of living in a dangerous neighborhood).

See allostatic load for further discussion of the biological process by which chronic stress may affect the body. For example, studies have found that caregivers, particularly those of dementia patients, have higher levels of depression and slightly worse physical health than non-caregivers. When humans are under chronic stress, permanent changes in their physiological, emotional, and behavioral responses may occur.

Chronic stress can include events such as caring for a spouse with dementia, or may result from brief focal events that have long term effects, such as experiencing a sexual assault. Studies have also shown that psychological stress may directly contribute to the disproportionately high rates of coronary heart disease morbidity and mortality and its etiologic risk factors. Specifically, acute and chronic stress have been shown to raise serum lipids and are associated with clinical coronary events.

However, it is possible for individuals to exhibit hardiness—a term referring to the ability to be both chronically stressed and healthy. Even though psychological stress is often connected with illness or disease, most healthy individuals can still remain disease-free after being confronted with chronic stressful events. This suggests that there are individual differences in vulnerability to the potential pathogenic effects of stress; individual differences in vulnerability arise due to both genetic and psychological factors.

In addition, the age at which the stress is experienced can dictate its effect on health. Research suggests chronic stress at a young age can have lifelong effects on the biological, psychological, and behavioral responses to stress later in life. The term “stress” had none of its contemporary connotations before the 1920s. It is a form of the Middle English destresse, derived via Old French from the Latin stringere, “to draw tight”.

The word had long been in use in physics to refer to the internal distribution of a force exerted on a material body, resulting in strain. In the 1920s and ’30s, biological and psychological circles occasionally used the term to refer to a mental strain or to a harmful environmental agent that could cause illness. Walter Cannon used it in 1926 to refer to external factors that disrupted what he called homeostasi.

But “…stress as an explanation of lived experience is absent from both lay and expert life narratives before the 1930s”. Physiological stress represents a wide range of physical responses that occur as a direct effect of a stressor causing an upset in the homeostasis of the body. Upon immediate disruption of either psychological or physical equilibrium the body responds by stimulating the nervous, endocrine, and immune systems.

The reaction of these systems causes a number of physical changes that have both short- and long-term effects on the body. The Holmes and Rahe stress scale was developed as a method of assessing the risk of disease from life changes. The scale lists both positive and negative changes that elicit stress. These include things such as a major holiday or marriage, or death of a spouse and firing from a job.

Homeostasis is a concept central to the idea of stress. In biology, most biochemical processes strive to maintain equilibrium (homeostasis), a steady state that exists more as an ideal and less as an achievable condition. Environmental factors, internal or external stimuli, continually disrupt homeostasis; an organism’s present condition is a state of constant flux moving about a homeostatic point that is that organism’s optimal condition for living.

Factors causing an organism’s condition to diverge too far from homeostasis can be experienced as stress. A life-threatening situation such as a major physical trauma or prolonged starvation can greatly disrupt homeostasis. On the other hand, an organism’s attempt at restoring conditions back to or near homeostasis, often consuming energy and natural resources, can also be interpreted as stress. The brain cannot sustain an equilibrium under chronic stress; the accumulation of such an ever-deepening deficit is called chronic stress.

The ambiguity in defining this phenomenon was first recognized by Hans Selye (1907–1982) in 1926. In 1951 a commentator loosely summarized Selye’s view of stress as something that “…in addition to being itself, was also the cause of itself, and the result of itself”. First to use the term in a biological context, Selye continued to define stress as “the non-specific response of the body to any demand placed upon it”.

Neuroscientists such as Bruce McEwen and Jaap Koolhaas believe that stress, based on years of empirical research, “should be restricted to conditions where an environmental demand exceeds the natural regulatory capacity of an organism”. The brain cannot live in an harsh family environment, it needs some sort of stability between another brain. People who have reported being raised in harsh environments such as verbal and physical aggression have showed a more immune dysfunction and more metabolic dysfunction.

Indeed, in 1995 Toates already defined stress as a “chronic state that arises only when defense mechanisms are either being chronically stretched or are actually failing,”while according to Ursin (1988) stress results from an inconsistency between expected events (“set value”) and perceived events (“actual value”) that cannot be resolved satisfactorily, which also puts stress into the broader context of cognitive-consistency theory.

Stress can have many profound effects on the human biological systems.Biology primarily attempts to explain major concepts of stress using a stimulus-response paradigm, broadly comparable to how a psychobiological sensory system operates. The central nervous system (brain and spinal cord) plays a crucial role in the body’s stress-related mechanisms. Whether one should interpret these mechanisms as the body’s response to a stressor or embody the act of stress itself is part of the ambiguity in defining what exactly stress is.

The central nervous system works closely with the body’s endocrine system to regulate these mechanisms. The sympathetic nervous system becomes primarily active during a stress response, regulating many of the body’s physiological functions in ways that ought to make an organism more adaptive to its environment. Below there follows a brief biological background of neuroanatomy and neurochemistry and how they relate to stress.

Stress, either severe, acute stress or chronic low-grade stress may induce abnormalities in three principal regulatory systems in the body: serotonin systems, catecholamine systems, and the hypothalamic-pituitary-adrenocortical axis. Aggressive behavior has also been associated with formalities in these systems.

SeasonalAffectiveDisorder ,SAD ,MentalHealthAwareness ,MentalHealthMatters ,SelfCare ,LightTherapy ,WinterBlues ,EmotionalWellness ,Mindfulness ,MentalHealthSupport ,HealthyLiving ,DepressionAwareness ,SeasonalDepression ,Wellbeing ,FindYourLight ,PositiveVibes ,MentalHealthTips ,WellnessJourney ,MoodBoosters

Sunday, September 20, 2026

Feeling Unmotivated At Work? You Might Be Experiencing “Rust Out” Instead of Burnout

Credit: AntonioGuillem/Getty Images

Although a lot has been written about burnout, there’s another workplace phenomenon affecting morale that gets less attention. Rustout, or feeling disengaged, is the opposite of burnout and it’s a fairly common experience. According to a 2025 Gallup survey, only 31 percent of U.S. workers were actively engaged in their work. Want to know if you might be experiencing rust out? Read on to find out more………Continue reading

By: Melissa Matthews

Source: Real Simple

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Critics:

Evidence suggests that the etiology of burnout is multifactorial, with personality factors playing an important, long-overlooked role. Cognitive dispositional factors implicated in depression have also been found to be implicated in burnout.One cause of burnout includes stressors that a person is unable to cope with fully. 

A 2019 survey by Cartridge People concluded that workload was the main cause of workplace stress. Burnout is thought to occur when a mismatch is present between the nature of the job and the job the person is actually doing. A common indication of this mismatch is work overload, which sometimes involves a worker who survives a round of layoffs, but after the layoffs the worker finds that he or she is doing too much with too few resources.

Overload may occur in the context of downsizing, which often does not narrow an organization’s goals, but requires fewer employees to meet those goals.The research on downsizing, however, indicates that downsizing has more destructive effects on the health of the workers who survive the layoffs than mere burnout; these health effects include increased levels of sickness and greater risk of mortality. 

The job demands-resources model has implications for burnout, as measured by the Oldenburg Burnout Inventory (OLBI). Physical and psychological job demands were concurrently associated with the exhaustion, as measured by the OLBI. Lack of job resources was associated with the disengagement component of the OLBI. Maslach, Schaufeli and Leiter identified six risk factors for burnout in 2001:

Mismatch in workload, mismatch in control, lack of appropriate awards, loss of a sense of positive connection with others in the workplace, perceived lack of fairness, and conflict between values. Although job stress has long been viewed as the main determinant of burnout, recent meta-analytic findings indicate that job stress is a weak predictor of burnout. These findings question one of the most central assumptions of burnout research.

In a systematic literature review in 2014, the Swedish Agency for Health Technology Assessment and Assessment of Social Services (SBU) found that a number of work environment factors could affect the risk of developing exhaustion disorder or depressive symptoms:

  • People who experience a work situation with little opportunity to influence, in combination with too high demands, develop more depressive symptoms.
  • People who experience a lack of compassionate support in the work environment develop more symptoms of depression and exhaustion disorder than others. Those who experience bullying or conflict in their work develop more depressive symptoms than others, but it is not possible to determine whether there is a corresponding connection for symptoms of exhaustion disorder.
  • People who feel that they have urgent work or a work situation where the reward is perceived as small in relation to the effort develops more symptoms of depression and exhaustion disorder than others. This also applies to those who experience insecurity in the employment, for example concerns that the workplace will be closed down.
  • In some work environments, people have less trouble. People who experience good opportunities for control in their own work and those who feel that they are treated fairly develop less symptoms of depression and exhaustion disorder than others.
  • Women and men with similar working conditions develop symptoms of depression as much as exhaustion disorder.

The Stressmottagningen stress clinic believes “A certain type of person is considered to be at an increased risk of suffering from exhaustion disorder. The type includes creative, ambitious, perfectionist and emotionally committed individuals with a great need for appreciation, who find it difficult to delegate, find it difficult to say no to extra work and who find themselves in hierarchical organizations such as found in the healthcare, social care and education fields.

Women aged between 35 and 50 are overrepresented in this category.” Swedish worker health organisation Suntarbetsliv quoted statistics in 2017 showing that “women in their 30s are most affected.” The Gothenburg Institute of Stress Medicine’s Kristina Glise wrote about a number of risk factors in February 2023. Negative consequences of burnout on both the employee and the organization call for preventive measures in order to reduce the impact of the risk factors

Burnout prevention strategies, either addressing to the general working population (primary prevention) or the occupational groups which are more vulnerable (secondary prevention), are focused on reducing the impact of risk factors. Reviews of healthcare professionals‟ burnout focusing on identifying risk factors have been conducted previously. A 2020 LinkedIn survey based on over 2.9 million responses concluded that employees struggling with work-life balance were 4.4 times more likely to show symptoms of occupational burnout.

The World Health Organisation has defined the effects of burnout as consisting of:

  1. feelings of energy depletion or exhaustion
  2. increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job
  3. reduced professional efficacy.

This is in line with Christina Maslach and Susan E. Jackson‘s earlier findings that the syndrome is defined by emotional exhaustion, depersonalization (feeling low-empathy towards other people in an occupational setting), and reduced feelings of work-related personal accomplishment. The Swedish health department has defined the effects of exhaustion disorder as being:

  1. Concentration difficulties or impaired memory
  2. Markedly reduced capacity to tolerate demands or to work under time pressure
  3. Emotional instability or irritability
  4. Sleep disturbance
  5. Marked fatigability or physical weakness
  6. Physical symptoms such as aches and pains, palpitations, gastrointestinal problems, vertigo or increased sensitivity to sound

A 2023 study by Elin Lindsäter et al. found a wide range of symptoms had by people formally diagnosed with exhaustion disorder. The most common symptoms reported by people currently suffering with the condition were tiredness (48%), lack of energy (41%), difficulty recovering from exertion (33%), poor general cognitive functioning (33%), memory issues (32%) and difficulty coping with perceived stressors and demands (31%).

Some research indicates that burnout is associated with reduced job performance, coronary heart disease, and mental health problems. Examples of emotional symptoms of occupational burnout include a lack of interest in the work being done, a decrease in work performance levels, feelings of helplessness, and trouble sleeping.

Maslach believes that the only way to truly prevent burnout is through a combination of organizational change and education for the individual. Maslach and Leiter postulated that burnout occurs when there is a disconnection between the organization and the individual with regard to what they called the six areas of worklife: workload, control, reward, community, fairness, and values. Resolving these discrepancies requires integrated action on the part of both the individual and the organization. 

With regard to workload, assuring that a worker has adequate resources to meet demands as well as ensuring a satisfactory work–life balance could help revitalize employees’ energy. With regard to values, clearly stated ethical organizational values are important for ensuring employee commitment.Supportive leadership and relationships with colleagues are also helpful.

Hätinen et al. suggest “improving job-person fit by focusing attention on the relationship between the person and the job situation, rather than either of these in isolation, seems to be the most promising way of dealing with burnout.” They also note that “at the individual level, cognitive-behavioural strategies have the best potential for success.”

One approach for addressing these discrepancies focuses specifically on the fairness area. In one study employees met weekly to discuss and attempt to resolve perceived inequities in their job. The intervention was associated with decreases in exhaustion over time but not cynicism or inefficacy, suggesting that a broader approach is required.

Barry A. Farber suggests strategies like setting more achievable goals, focusing on the value of the work, and finding better ways of doing the job, can all be helpful ways of helping the stressed. People who do not mind the stress but want more reward can benefit from reassessing their work–life balance and implementing stress reduction techniques like meditation and exercise. Others with low stress, but are underwhelmed and bored with work, can benefit from seeking greater challenge…

Burnout prevention strategies, either addressing to the general working population (primary prevention) or the occupational groups which are more vulnerable (secondary prevention), are focused on reducing the impact of risk factors. Reviews of healthcare professionals‟ burnout focusing on identifying risk factors have been conducted previously. A 2020 LinkedIn survey based on over 2.9 million responses concluded that employees struggling with work-life balance were 4.4 times more likely to show symptoms of occupational burnout.

Burnout nation Borneo Bulletin 02:33 Sun, 15 Dec 

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WorkplaceBurnout ,BurnoutAwareness ,MentalHealthMatters ,StressRelief ,EmployeeWellbeing ,WorkLifeBalance ,HealthyWorkplace ,SelfCare ,StressManagement ,Burstout ,MentalHealthSupport ,FocusOnWellness ,WorkplaceWellness ,PreventBurnout ,CompanyCulture ,MindfulnessAtWork ,ProductivityTips ,ThriveNotSurvive ,HealthyMindset, Fatigue, WorkplaceDepression, BloodPressure, ToxicWorkplace

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