Press Release
17 Jan 2010
Hope and Happiness Index of Post-80s Youth Employees Poorer than Post-50-70s’
Press Conference for Hong Kong Employee Mental Health Survey
**First Hong Kong Employee Mental Health Survey Reveals Worrisome Trends Among Post-80s Generation**
*Hong Kong, 17 January, 2010* – Local “Generation Y” were found to experience lower levels of hope and happiness compared to previous generations, according to a recent psychological survey conducted by Employee Development Service of Hong Kong Christian Service (EDS)/Four Dimensions Consulting Limited (FDC). The study, which measured the hope, happiness, anxiety, and depression levels of Hong Kong employees, unveiled concerning findings regarding the well-being of the generation known as “Post-80s”, when compared to their older counterparts from Generation X (aged 29-44) and the Baby Boomers (aged 45-63).
The series of social actions by post-80s youth, including protests against the high-speed rail and confrontations with the Liaison Office, have drawn societal attention to understanding post-80s youth, who had to face a sharp economic downturn like the post-50s-to70s during the global financial crisis. Set out to understand the mental health and positive psychological conditions of working professionals from different generations, the experts from EDS/FDC surveyed 402 working employees between September to November 2009. The research results were released today in the lobby of Hong Kong Christian Service Headquarters.
Specifically, the hope and happiness indexes are significantly lower for the “Gen Y”, with nearly four in ten respondents reporting anxiety levels that are considered “abnormal.” Moreover, more than 60% of respondents from this generation exhibited “mild to severe anxiety symptoms,” and over 30% displayed “mild to severe depressive symptoms.” Meanwhile, the hope index, which typically ranges between 4.5 and 5.5 points, was found to be below average among all respondents, with an average score of only 4.42 points. While around 58.4% of respondents had a happiness index above average, it’s noteworthy that almost half of Generation Y respondents scored below the 4.5-point threshold on the happiness index.
One of the key findings highlighted the disparity in hope and happiness between generations. Despite facing the challenges of the global financial crisis, nearly 70% of all respondents demonstrated higher-than-average hope, with an average score of 49.44. However, Generation Y employees had the lowest levels of hope among the generations, scoring below 47. This stark difference suggests that Generation Y is less optimistic about their prospects, even though they exhibit resilience in the face of adversity.
The survey also revealed that Gen Y’s hope and happiness levels are negatively impacted by various factors, such as entering the job market during an economic turmoil, unfavorable career conditions, educational devaluation, long working hours, imbalanced work-life conditions, lower salaries, limited promotion opportunities, and the challenge of having less experience.
This troubling trend indicates a pressing need for employers and the government to address the mental health issues affecting Generation Y employees. The survey’s results underscore the importance of creating a supportive and positive work environment to nurture hope and happiness among employees.
Ms. Natalie Cheung, Senior Manager (EDS/FDC), had attributed the severe anxiety levels among employees to to the financial crisis. While Gen X and Baby Boomer respondents also had 20% of respondents with “moderate to severe anxiety symptoms,” the situation was most severe among the younger generation. The increasing levels of depression indicate an urgent need for the government and employers to address the anxiety issues, especially among Gen Y, and enhance the resilience of the younger generation to prevent their mental health from deteriorating further.
The survey also showed that the Baby Boomer generation respondents were better equipped to face adversity when it came to workplace changes, including past financial crises. This was due to their resources and experience, which allowed them to exhibit greater resilience when facing adversity. In contrast, Generation Y respondents lacked clear goals, effective problem-solving methods, and willpower when confronted with adversity, which affected their perception of their prospects and increased their anxiety levels.
Ms. Cheung said, “The survey indicates a positive relationship between hope and happiness indexes and a negative relationship between hope and anxiety and depression. Employees with higher hope and happiness indexes tend to have better mental health, which directly affects their work performance. Employers should allocate resources to cultivate employees’ hope and happiness. However, Hong Kong’s workplace often places too much emphasis on performance and results, neglecting long-term investments in employees’ psychological well-being. Therefore, we encourage employers to invest resources in employee assistance programs (EAPs), buddy systems, and employee counseling skills, among other strategies, to nurture employees’ hope and happiness and improve their psychological well-being.”
Based on the above research findings, Ms. Apple Tse, Chief Consultant (EDS/FDC), has the following recommendations:
- Create a Happy Workplace: Employers should aim to cultivate a positive and happy workplace by implementing strategies such as employee assistance programs (EAPs), career planning, soft skills development, flexible work arrangements, coaching-style management, encouragement of innovation, and more. These measures can enhance employee well-being and job performance.
- Adopt a “Y-Management” Approach: Recognizing the unique characteristics of Generation Y, employers should establish mentorship programs, with older employees serving as mentors to provide guidance and support. This approach ensures that younger employees receive the mentorship and knowledge transfer they need.
- Prevent a Decline in Mental Health: Employers should invest in mental health awareness programs, enabling supervisors to identify early signs of mental health issues and providing support when necessary. Additionally, regular physical activity can promote employees’ psychological well-being.
- Avoid Negative Labels: It’s essential to avoid negative stereotypes and instead appreciate the strengths and capabilities of Generation Y, including their adaptability, wide-ranging perspectives, access to information, and the importance of work-life balance.
In conclusion, the survey underscores the critical importance of addressing the mental health and well-being of post-80s Generation Y employees in Hong Kong. By implementing proactive strategies and fostering a supportive work environment, employers can contribute to the overall health and happiness of their workforce, thereby enhancing job satisfaction and performance.
For more information about the services provided by Hong Kong Christian Service, please visit our website at http://www.hkcs.org
Hong Kong Christian Service was the first organisation in Hong Kong to establish an “Employee Assistance Program” (EAP) and founded the “Employee Development Service” in 1991, providing professional individual counseling and counseling services, employee development, training, management consulting, and crisis stress management services to major companies and organisations. To further expand its services, “Four Dimensions Consulting Limited” was established in 2005, dedicated to assisting managers, employees, and their families in developing their potential, solving life problems, and nurturing happy, healthy, and productive teams, thereby promoting the holistic health of employees and organisations.
