**1. Introduction**

Stress management refers to the act of engaging in deliberate strategies to control ones level of stress, particularly chronic stress. Managing employee stress is a priority for advancing worker health in the global mining industry. An elevated industry prevalence of stress and the high associated personal and organisational costs of stress indicates a need for workplace health and safety risk management action. In Australia where this study was conducted, research has identified that psychological distress is significantly more prevalent in Australian mining workforces than in the general Australian population [1,2]. More specifically, in an adult Australia population sample, 11.7% of respondents had Kessler Psychological Distress Scale (K10) scores that indicated high/very high psychological distress [3]. Comparatively, 28% of employees from mine sites in South Australia and Western Australia [1], and 12.7% of employees from mine sites in New South Wales and Queensland [2] had K10 scores indicating high/very high psychological distress.

High economic costs of stress related absenteeism and presenteeism have been reported in the Australian mining sector. For example, in a Queensland mining company work-related stress accounted for the highest financial burden (compared across 25 medical conditions) [4]. Employees who reported experiencing stress at work were 19% less productive than employees who did not report experiencing stress [4]. Furthermore, based on productive time lost calculations from Queensland and New South Wales mines it has been estimated that psychological distress has an annual economic cost of \$153.8 million to the Australian coal mining industry, representing almost 9% of pre-tax operating profit [5].

Work-related stress has been linked to detrimental employee health outcomes. For example, a longitudinal study spanning 14 years found that higher levels of workplace stress were associated with an increased risk of metabolic syndrome, a precursor of coronary heart disease [6]. Workplace stress has also been indirectly linked to employees' health through the experience of stress being associated with greater engagement in negative health behaviours such as tobacco smoking, inadequate diet, insufficient physical activity, and alcohol use [7,8]. It has been speculated that conditions associated with mining employment including long work rosters and remote work locations may increase the risk of miners experiencing stress [9]. Concerns for miners' health have been raised with several recent public enquires into work practices associated with the Australian mining industry, such as fly-in fly-out (FIFO) or drive-in drive-out (DIDO) arrangements, and impacts on mental health and suicide [10,11]. Some studies have found that Australian FIFO miners report work-life balance difficulties and relationship stress [12] and family stress associated with frequent miner absence from home [13]. McPhedran and De Leo [9] recommend caution when interpreting associations between mining employment and stress noting that work practices, rather than employment industry, had a direct relationship with some stress measures. In their comparison of male miners to males in other occupations, they identified that mine employees on average worked longer hours than employees in other occupations and working longer hours was independently associated with perceived lower quality family relationships and higher levels of relationship stress [9].

There are many workplace risk management strategies with research evidence of effectiveness [14,15]. Effective stress management has also been linked to improvements in other health behaviours. For instance, Lipschitz et al. [16] demonstrated that individuals who improved their stress management also increased their likelihood of exercising and managing their depression over a period of six months. A key challenge for health and safety practitioners is engaging stressed employees to proactively seek stress management assistance. This is particularly important given that low help seeking behaviours have been associated with the male-dominated mining industry [17].

Historically, studies have researched stress management strategies for adults assuming that anyone who requires assistance with stress management is ready to change their behaviour, with limited consideration to the actual readiness of the individual [18]. Although existing workplace based stress management studies have not specified the percentage of stressed employees who are prepared to adopt stress management practices, a population based study including 1085 adults recruited from national market research directories identified that at baseline measurement, over 80% of the sample were not ready to adopt stress management practices [18]. These individuals were not practicing effective stress management behaviours, including physical activity, regular relaxation, taking time for social activities, and/or talking with others, and not intending to start practing stress management strategies in the immediate future. Applying the Stages of Change Model of behaviour change, these adults were classified as being in a pre-contemplation or contemplation stage of change for stress management [18]. The randomised clinical trial study found that adults who participated in a Stages of Change Model stage-matched stress management intervention, as compared longitudinally to a control group, had significantly greater progress towards stress management action and maintenance behaviours, significantly lower stress levels, and were significantly more likely to be practicing healthy stress management and avoiding unhealthy stress management behaviours [18].

Within a mining workforce, research has identified that stage of readiness was not associated with likelihood of wanting assistance with reducing or quitting smoking [19], but was associated with wanting assistance with healthy weight management [20]. It was found that employees who were in the contemplative, preparation, and action stages for improving their eating habits were more likely to desire assistance for healthy weight programs compared to employees in the pre-contemplative

stage. Employees in the action and maintenance stages for improving their physical activity habits were also more likely to desire assistance for healthy weight programs compared to employees in the pre-contemplative stage [20]. Research is needed within a mining workforce to identify the prevalence of employees ready to adopt stress management assistance and to explore whether stage of readiness is associated with stress impairment productivity costs and likelihood of seeking stress management assistance.

Although companies need to equitably provide health support for all employees, to maximize return on program investment targeted program promotion is critical to engage employees at risk of stress related health issues. In addition to understanding the employee characteristics associated with stress and readiness to change, practitioners would benefit from understanding if employee characteristics (including socio-demographic and work characteristic variables, e.g., age and job role) are associated with stress productivity costs and likelihood of seeking stress management assistance.

Research within the Australian mining sector suggests that certain employee demographic and work characteristics are associated with greater risk for psychological distress [1,2]. More specifically, Bowers et al. [1] found that mining employees aged 25 to 35 years and shift-work employees (rostered as two weeks on, one week off) were more likely to report psychological distress. However, it is unclear from the available literature which employee characteristics are associated with high stress-related productivity impairment costs. Similarly, empirical research indicates that females and middle-aged persons [21–23] are significantly more likely to access professional services to address stress management and other mental health concerns. Previous studies using a mining workforce also indicate that gender and age influence preference for health promotion programs [19]. For example, females and employees aged 24 years and under have been found to be more likely to want assistance for smoking cessation [19].

The limited available research to date suggests that employee characteristics and employee readiness for change may be associated with preference for health promotion programs such as those that target stress management. The aim of this study was two-fold: (a) To investigate, within employees' who reported high levels of stress, the relationship between employee characteristics, stage of change for stress management, and productivity impairment costs; and (b) The relationship between employee characteristics, stage of change for stress management, and desire for assistance with stress management through a workplace health promotion program. Although this case study focuses on the Australian mining workforce, it is likely that the findings will have practical application for the development of stress management strategies in the global mining industry.
