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Background <p>Working at night poses several physiological and psychological barriers to mental health, which could influence organisational productivity through presenteeism (coming to work when ill) and turnover intention. Yet, the prevalence of poor mental health and its association with organisational outcomes is not clearly defined in the Night Time Economy (NTE).</p> Methods <p>This cross-sectional online survey aimed to characterise and compare mental health (anxiety, depression, mental well-being, burnout) and organisational outcomes (presenteeism, work engagement and turnover intentions) in Bristol’s NTE hospitality workforce. Descriptive statistics and appropriate parametric and non-parametric tests were used to summarise and compare mental health and organisational outcomes. Multivariable linear and logistic regression explored association between wellbeing and organisational outcomes.</p> Results <p>Over half of the 181 respondents (66% aged &lt; 34 years, 54% female, from 44% small organisations) reported signs of depression and/or burnout, with a third of the respondents reporting moderate-to-severe anxiety. There were high levels of presenteeism (85%) and high turnover intentions (40%). Less than half of the respondents had sick pay and/or breaks during night work. Anxiety ([adjusted odds ratio] aOR = 4.00, 95% CI 1.59–10.65, <i>p</i> = 0.004), depression (aOR = 3.44, 95% CI 1.40–8.83, <i>p</i> = 0.008), and burnout (aOR = 2.85, 95% CI 1.17–7.36, <i>p</i> = 0.024) were associated with a higher likelihood of presenteeism. Anxiety ([adjusted mean difference] AMD = − 0.32, 95% CI − 0.64 to − 0.01, <i>p</i> = 0.043), depression (AMD = − 0.62, 95% CI − 0.91 to − 0.33, <i>p</i> &lt; 0.001), poor wellbeing (AMD = − 0.79, 95% CI − 1.12 to − 0.52, <i>p</i> &lt; 0.001), and burnout (AMD = − 0.60, 95% CI − 0.89 to − 0.32, <i>p</i> &lt; 0.001) were associated with lower work engagement. Anxiety (aOR = 3.54, 95% CI 1.44–9.23,<i>p</i> = 0.007), depression (aOR = 2.70, 95% CI 1.14–6.67, <i>p</i> = 0.027), poor wellbeing (aOR = 4.84, 95% CI 2.12–11.74, <i>p</i> &lt; 0.001), and burnout (aOR = 8.45, 95% CI 3.39–23.57,<i>p</i> &lt; 0.001) were also associated with greater turnover intentions.</p> Conclusions <p>Poor mental health is prevalent in the NTE workforce and is associated with presenteeism, work engagement, and turnover intentions. Given the high costs to organisations of presenteeism and turnover, a tailored mental health intervention is needed in the NTE.</p>

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Characterising mental health and organisational outcomes in Bristol’s night time economy workforce: a cross-sectional online survey

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  • 发表日期：

    2026年7月22日

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  • Yvanna Todorova,
  • Aron Sherry,
  • Denis M. Ngina,
  • Denise Kendrick,
  • Jo Leonardi-Bee,
  • Lynn Stanley,
  • Carly Heath,
  • Lauren B. Sherar,
  • Elizabeth Orton,
  • Jane Bourke,
  • Holly Blake

摘要

Background

Working at night poses several physiological and psychological barriers to mental health, which could influence organisational productivity through presenteeism (coming to work when ill) and turnover intention. Yet, the prevalence of poor mental health and its association with organisational outcomes is not clearly defined in the Night Time Economy (NTE).

Methods

This cross-sectional online survey aimed to characterise and compare mental health (anxiety, depression, mental well-being, burnout) and organisational outcomes (presenteeism, work engagement and turnover intentions) in Bristol’s NTE hospitality workforce. Descriptive statistics and appropriate parametric and non-parametric tests were used to summarise and compare mental health and organisational outcomes. Multivariable linear and logistic regression explored association between wellbeing and organisational outcomes.

Results

Over half of the 181 respondents (66% aged < 34 years, 54% female, from 44% small organisations) reported signs of depression and/or burnout, with a third of the respondents reporting moderate-to-severe anxiety. There were high levels of presenteeism (85%) and high turnover intentions (40%). Less than half of the respondents had sick pay and/or breaks during night work. Anxiety ([adjusted odds ratio] aOR = 4.00, 95% CI 1.59–10.65, p = 0.004), depression (aOR = 3.44, 95% CI 1.40–8.83, p = 0.008), and burnout (aOR = 2.85, 95% CI 1.17–7.36, p = 0.024) were associated with a higher likelihood of presenteeism. Anxiety ([adjusted mean difference] AMD = − 0.32, 95% CI − 0.64 to − 0.01, p = 0.043), depression (AMD = − 0.62, 95% CI − 0.91 to − 0.33, p < 0.001), poor wellbeing (AMD = − 0.79, 95% CI − 1.12 to − 0.52, p < 0.001), and burnout (AMD = − 0.60, 95% CI − 0.89 to − 0.32, p < 0.001) were associated with lower work engagement. Anxiety (aOR = 3.54, 95% CI 1.44–9.23,p = 0.007), depression (aOR = 2.70, 95% CI 1.14–6.67, p = 0.027), poor wellbeing (aOR = 4.84, 95% CI 2.12–11.74, p < 0.001), and burnout (aOR = 8.45, 95% CI 3.39–23.57,p < 0.001) were also associated with greater turnover intentions.

Conclusions

Poor mental health is prevalent in the NTE workforce and is associated with presenteeism, work engagement, and turnover intentions. Given the high costs to organisations of presenteeism and turnover, a tailored mental health intervention is needed in the NTE.