Abstract:
Back ground: Most of the times, the pressure and the stress at work coupled
with other life’s problems can make depression more likely to occur. Depressions
pose a major public health problem from affecting quality of life up to suicide.
Unfortunately in Ethiopia, there is little epidemiological research work on the
prevalence of depression at work place and factors among civil servants.
Objective: The aim of this study is to assess the prevalence of depression and
associated factors among urban civil servant in Harari regional state, Ethiopia.
Methodology: Institution based cross-sectional study was undertaken from
March to April 2014 in Harari regional state. Stratification was done based on
international standard classification by occupation 2010. The study was
conducted among 424 urban civil servants. Using patient health questionnaire
(PHQ-9), cases of depressive symptoms were identified according to the
diagnostic statistical manual of mental disorder criteria. Data was collected using
structured self-administered questionnaire. The association between dependent
and independent variables was done by binary logistic regressions and backward
stepwise method was employed.
Result: -A total of 401 study participants were interviewed, giving a response rate
of 95%. Sixty-six adults identified with symptoms depression in the last 2 weeks
with over all prevalence of 16.5% (95% CI 13.2%–19.7%). After full adjustment
for possible confounders the covariates marital status for sep/div/wid (AOR
3.31(1.20-9.13)), low work control (AOR=7.07 (95% CI 3.49-14.30), low job
security (AOR=2.66 (95% CI 1.21-5.84) and job dissatisfaction (AOR=3.55 (95%
CI 1.85-6.80) were found to be significantly associated with depression.
Conclusion and recommendation: - The prevalence of depression was found
to be high. Low control, low job security and job dissatisfaction were found to be
significantly associated factors with depressive symptomatology. The
psychosocial work environment is a better predicator of depressive symptoms
than organizational factor. Therefore, improving psychosocial work environment
is essential.
