Exploring Non-Clinical Indicators of Mental Health Deterioration Among Full-Time Remote Workers
Keywords:
remote work, mental health, qualitative study, early indicators, non-clinical symptoms, psychological well-beingAbstract
This study aimed to explore the non-clinical indicators of mental health deterioration as experienced and reported by full-time remote workers. This qualitative study utilized semi-structured interviews with 27 full-time remote workers residing in Tehran, selected through purposive sampling. Data collection continued until theoretical saturation was achieved. Participants were interviewed about their daily experiences, routines, emotional states, and behavioral patterns during periods of psychological strain in remote work settings. All interviews were transcribed verbatim and analyzed using thematic analysis with the aid of NVivo software. The analysis process followed Braun and Clarke’s six-step approach to identify recurring patterns and themes that reflect early signs of emotional and mental distress not typically classified within clinical frameworks. The analysis yielded four overarching categories: behavioral changes, emotional shifts, cognitive and mental patterns, and social and environmental signals. Participants reported early indicators such as communication withdrawal, disrupted routines, emotional numbness, irritability, reduced concentration, increased screen time, physical restlessness, and environmental disconnection. These symptoms were often subtle and non-diagnostic but had significant effects on motivation, interpersonal interactions, and productivity. Many participants failed to initially recognize these changes as mental health concerns, instead framing them as temporary work-related fatigue or personal shortcomings. Non-clinical indicators of mental health deterioration among remote workers manifest across behavioral, emotional, cognitive, and environmental domains. These subtle signs often go unnoticed or unaddressed in organizational contexts until they escalate. Early recognition and intervention strategies tailored to the realities of remote work are essential for safeguarding psychological well-being in evolving work environments.
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