Indeed, suicide develops from experiences of social and/or psychological pain, which can develop from detrimental aspects of any workplace. Our review of the literature uncovered a multitude of factors that predict suicide-related thoughts and behaviors among employees, including interpersonal relations, work-family conflict, unstable employment, unemployment, burnout, fatigue, job demands (e.g., workload, stressors, scheduling), job characteristics (e.g., meaningfulness, autonomy, variety), and the physical work environment (e.g., ergonomic and safety features).Īs apparent from this varied list, the predictors of suicide are not limited to a single industry or occupation any job can engender suicidal ideation. While they can provide a sense of community, they can also engender feelings of both social pain and psychological pain. Workplaces are inherently social institutions. Individuals who experience either type of pain may enact suicide to end their suffering, especially when they perceive their situations as unchanging or hopeless.
On the other hand, the psychache theory of suicide focuses on psychological pain that is akin to mental suffering or extreme anguish. According to the interpersonal theory of suicide, social pain occurs because individuals are unable to establish meaningful connections with others or perceive themselves to be a burden to others. At the core of the review, we identified social and psychological pain to be the central causes of suicide-related behavior. We conducted a review of more than 500 studies related to work and suicide to uncover the work-related factors that predict employees’ suicidal thoughts and behaviors. These situations underscore the very real and adverse effects that the workplace can have on employees’ psyches and behaviors, which can ultimately result in suicide. Take, for example, the suicide deaths or attempts of 13 employees at the Chinese manufacturing company Foxconn in response to extreme working conditions, or the suicide deaths of 35 employees at the French-based telecommunication company Orange as a result of managerial bullying. Our research has shown that one important piece of the puzzle involves employees’ work experiences, including characteristics of the job itself (e.g., meaningfulness, autonomy, variety) and social interactions with coworkers. As a result, identifying employees at risk for dying by suicide is a complicated process.
Suicide is a complex phenomenon that is influenced by several intersecting life factors, including individual attributes, environmental conditions, and access to lethal means. Now, more than ever, it is critical for organizations to evaluate the role they play in preventing suicide deaths, as well as strategize about ways to aid those considering suicide and effectively support suicide survivors after the death of a coworker. The majority of suicide deaths occur among working age individuals, and statistics show that the number of suicides enacted at work have reached record highs.Īs the world continues to battle an ongoing pandemic, more individuals are at risk for experiencing decreased mental health as well as increased suicidal thoughts and behaviors. Each year, approximately 47,000 Americans die by suicide, which equates to approximately 130 deaths each day.
Between 19, the rate of suicide deaths in the United States increased by 35%.
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