184. The positive effect of financial management incentive mechanism on improving work fatigue and mental health of early mentally ill employees

Abstract Background In the context of increasingly fierce competition in the workplace, employee mental health issues have become an important issue that cannot be ignored in organizational management. Especially for employees in the early stages of mental illness, they not only face the troubles of the illness itself, but also need to deal with challenges such as work pressure, which poses a high risk of work fatigue and mental health. In this context, incentive mechanisms related to financial management have become an important intervention approach to promote employee mental health. The incentive mechanism of financial management affects employees' material and psychological security through salary design and performance rewards. Therefore, based on the incentive mechanism of financial management, this study explores its intervention effect on work fatigue and mental health of early mentally ill employees, in order to construct an inclusive workplace management system. Methods A total of 80 employees with early-stage mental illness were included in the study, ranging in age from 22 to 45 years old. Participants were recruited through cooperative enterprises and mental health support institutions, all of whom voluntarily participated and were clinically diagnosed to be in the early stage of stable mental illness. Participants were randomly divided into an experimental group and a control group, with an average of 50 participants in each group. The experimental group received a 6-month financial management incentive mechanism intervention, mainly including structural incentives, supportive financial counseling, and normalized feedback. The control group maintained their original salary system and management approach during this period and did not receive any structured incentive interventions. The indicators before and after intervention were tested using the Masler Burnout Inventory General Version (MBI-GS) and the Psychological Resilience Scale (CD-RISC). Use repeated measures analysis of variance to test the intergroup effects of two groups on multiple indicators, with a statistical significance level set at p<.05. Results The total score of MBI-GS in the experimental group decreased from 12.3 ± 3.2 before intervention to 8.1 ± 1.5 after intervention, significantly better than the control group (p<.001). The total score of MBI-GS in the control group did not change significantly before and after intervention (p>.05). The total score of CD-RISC in the experimental group showed a reduction in depressive symptoms, from 22.0 ± 5.2 before intervention to 30.0 ± 4.8 after intervention, and the total score after intervention was significantly better than that of the control group (p<.001). Discussion The structured financial management incentive mechanism designed for research has a significant effect on improving the work fatigue and mental health of early mentally ill employees. After intervention, the experimental group showed a significant decrease in MBI-GS score and a significant improvement in psychological resilience, and the improvement was statistically significant.