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Van Eerd D, Le Pouésard M, Yanar B, Irvin E, Gignac MAM, Jetha A, Morose T, Tompa E. Return-to-Work Experiences in Ontario Policing: Injured But Not Broken. JOURNAL OF OCCUPATIONAL REHABILITATION 2024; 34:265-277. [PMID: 37735312 PMCID: PMC10899295 DOI: 10.1007/s10926-023-10135-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 08/25/2023] [Indexed: 09/23/2023]
Abstract
PURPOSE Police officers and others working in police services are exposed to challenging and traumatic situations that can result in physical and/or psychological injuries requiring time off work. Safely returning to work post-injury is critical, yet little is known about current return-to-work (RTW) practices in police services. This study examines RTW practices and experiences in police services from the perspective of RTW personnel and workers with physical and/or psychological health conditions. METHODS We used a purposive sampling approach to recruit sworn and civilian members from several police services in Ontario, Canada. The recruited members had experienced RTW either as a person in a RTW support role or as a worker with a work-related injury/illness. We conducted and transcribed interviews for analysis and used qualitative research methods to identify themes in the data. RESULTS Five overarching themes emerged. Two pointed to the context and culture of police services and included matters related to RTW processes, injury/illness complexity, the hierarchical nature of police organizations, and a culture of stoicism and stigma. The remaining three themes pointed to the RTW processes of accommodation, communication and trust-building. They included issues related to recovery from injury/illness, meaningful accommodation, timely and clear communication, malingering and trust. CONCLUSIONS Our findings point to potential areas for improving RTW practices in police services: greater flexibility, more clarity, stricter confidentiality and reduced stigma. More research is needed on RTW practices for managing psychological injuries to help inform policy and practice.
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Affiliation(s)
- D Van Eerd
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada.
| | - M Le Pouésard
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
| | - B Yanar
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
- Dalla Lana School of Public Health, University of Toronto, 155 College Street, Toronto, ON, M5T 3M7, Canada
| | - E Irvin
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
| | - M A M Gignac
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
- Dalla Lana School of Public Health, University of Toronto, 155 College Street, Toronto, ON, M5T 3M7, Canada
| | - A Jetha
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
| | - T Morose
- Public Services Health and Safety Association, 4950 Yonge St, North York, ON, M2N 6K1, Canada
| | - E Tompa
- Institute for Work & Health, 400 University Ave, Toronto, ON, M5S 1S9, Canada
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2
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Tilahun ZA, Bizuneh YK, Mekonnen AG. A spatio-temporal analysis of the magnitude and trend of land use/land cover changes in Gilgel Gibe Catchment, Southwest Ethiopia. Heliyon 2024; 10:e24416. [PMID: 38312587 PMCID: PMC10834479 DOI: 10.1016/j.heliyon.2024.e24416] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2023] [Revised: 01/06/2024] [Accepted: 01/08/2024] [Indexed: 02/06/2024] Open
Abstract
Analyzing alterations in land use/land cover is crucial for water Scientists, planners, and decision-makers in watershed management. This examination enables the development of effective solutions to mitigate the adverse impacts resulting from such changes. The focus of this research was analyzing alterations in land use/land cover within the Gilgel Gibe Catchment in 1991 - 2021. LULC data of 1991-2021 were derived from multispectral Landsat images. Data were also gathered using field observations and key informant interview. Data of LULC classes (1991-2021) were generated utilizing supervised classification with maximum likelihood algorithm of ENVI 5.1 and ArcGIS 10.5. Change detection analysis and accuracy assessment were done where accuracy levels all the study periods were > 85 %, and the overall Kappa statistics of the periods were > 0.89. Built-up area and cultivated land of the catchment are increasing with increasing magnitude of change; whereas, while forest cover and grazing land of the catchment are shrinking with declining magnitudes of change, shrubland covers and water body are declining with increasing magnitude of change in the catchment. The net increase in degraded land is a reflection of the increasing degradation of natural resources in the catchment. Swift escalation of population and the subsequent raising demand for farmland and forest and shrub (e.g. fuel-wood and construction) products, decline yield, unemployment and lack of alternative income source, and open access and limited conservation of resources are the principal factors for the dramatic shrinkages of grazing, forest, water body and shrubland resources. Thus, concerned bodies should take rehabilitation measures to restore degraded lands, improve production and yield of farmland by increasing improved farm-inputs and irrigation, and create employment and alternative income sources for the youth, women and the poor so as to ensure sustainable rural livelihoods and to curb the impacts on forest, shrubland and other resources.
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Affiliation(s)
- Zewde Alemayehu Tilahun
- Env't & Natural Resource Management, Dep't of Geography & Env'tal Studies, Arba-Minch University, Ethiopia
| | - Yechale Kebede Bizuneh
- Environmental Science, Dep't of Geography & Environmental Studies, Arba-Minch University, Ethiopia
| | - Abren Gelaw Mekonnen
- Environment & Natural Resources Management, Dep't of Geography & Environmental Studies, Arba-Minch University, Ethiopia
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3
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Porro B, Tamminga SJ, de Boer AGEM, Petit A, Roquelaure Y, Greidanus MA. Identification of actions to be taken by managers to facilitate the return to work of cancer survivors: Consensus between managers and cancer survivors. BMC Public Health 2022; 22:1905. [PMID: 36224592 PMCID: PMC9555691 DOI: 10.1186/s12889-022-14271-w] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Accepted: 09/28/2022] [Indexed: 11/10/2022] Open
Abstract
Background Managers are considered to be main stakeholders in the return to work (RTW) of cancer survivors. However, the perspectives of cancer survivors and managers differ on what managerial actions should be taken during the RTW of cancer survivors. This difference might put effective collaboration and successful RTW at risk. Therefore, this study aims to reach consensus among managers and cancer survivors on the managerial actions to be taken during the four different RTW phases of cancer survivors (i.e., Disclosure, Treatment, RTW plan, Actual RTW). Methods The Technique for Research of Information by Animation of a Group of Experts (TRIAGE) was implemented with managers and cancer survivors (hereafter referred to as “experts”). An initial list of 24 actions was derived from a previous study. Firstly, for each action, fifteen experts were asked to indicate individually how important this action is per RTW phase (Likert scale from 1 – “Not important at all” to 6 – “Very important”). Consensus was reached when ≥ 80% (i.e., ≥ twelve experts) of the experts rated that action ≥5. Secondly, for each phase of the RTW process, the 15 actions with the highest percentage were discussed with eight experts during the collective consultation, except for the actions that already reached consensus. After discussion, the experts voted whether each action was important (“yes” / “no”) and consensus required ≥ 87.5% (i.e., ≥ seven experts) of the experts to consider an action as important. Results Twenty-five managerial actions were finally retained for at least one of the RTW phases, e.g., Disclosure: “respect privacy” and “radiate a positive attitude”, Treatment: “show appreciation” and “allow sufficient sick leave”, RTW Plan: “tailor” and “communicate”, and Actual RTW: “support practically” and “balance interest”. Conclusion Cancer survivors and managers reached consensus on the importance of 25 managerial actions, distributed into each phase of the RTW process. These actions should be considered an interplay of managerial actions by different stakeholders on the part of the employer (e.g., direct supervisor, HR-manager), and should be a responsibility that is shared by these stakeholders. The collective implementation of these actions within the company will help cancer survivors feel fully supported. Supplementary Information The online version contains supplementary material available at 10.1186/s12889-022-14271-w.
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Affiliation(s)
- B Porro
- Univ. Angers, CHU Angers, Univ. Rennes, Inserm, EHESP, IRSET (Institut de Recherche en Santé, Environnement et Travail) - UMR_S 1085, SFR ICAT, F-49000, Angers, France.
| | - S J Tamminga
- Department of Public and Occupational Health, Amsterdam UMC location University of Amsterdam, Meibergdreef 9, Amsterdam, The Netherlands.,Amsterdam Public Health research institute, Societal Participation & Health, Amsterdam, The Netherlands
| | - A G E M de Boer
- Department of Public and Occupational Health, Amsterdam UMC location University of Amsterdam, Meibergdreef 9, Amsterdam, The Netherlands.,Amsterdam Public Health research institute, Societal Participation & Health, Amsterdam, The Netherlands
| | - A Petit
- Univ. Angers, CHU Angers, Univ. Rennes, Inserm, EHESP, IRSET (Institut de Recherche en Santé, Environnement et Travail) - UMR_S 1085, SFR ICAT, F-49000, Angers, France
| | - Y Roquelaure
- Univ. Angers, CHU Angers, Univ. Rennes, Inserm, EHESP, IRSET (Institut de Recherche en Santé, Environnement et Travail) - UMR_S 1085, SFR ICAT, F-49000, Angers, France
| | - M A Greidanus
- Department of Public and Occupational Health, Amsterdam UMC location University of Amsterdam, Meibergdreef 9, Amsterdam, The Netherlands.,Amsterdam Public Health research institute, Societal Participation & Health, Amsterdam, The Netherlands
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4
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Main CJ, Shaw WS, Nicholas MK, Linton SJ. System-level efforts to address pain-related workplace challenges. Pain 2022; 163:1425-1431. [PMID: 35195550 PMCID: PMC9341230 DOI: 10.1097/j.pain.0000000000002548] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2021] [Revised: 11/01/2021] [Accepted: 11/08/2021] [Indexed: 11/29/2022]
Affiliation(s)
- Chris J. Main
- Primary Care and Health Sciences, Keele University, Keele, Staffordshire, United Kingdom
| | - William S. Shaw
- Department of Medicine, University of Connecticut School of Medicine, Farmington, CT, United States
| | - Michael K. Nicholas
- Pain Management Research Institute, University of Sydney, Sydney, New South Wales, Australia
| | - Steven J. Linton
- Department of Law, Psychology, and Social Work, Orebro University, Orebro, Sweden
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Makola ZS, Rudolph EC, Joubert YT. First-time mothers’ perceptions of workplace social support: An exploratory qualitative study. JOURNAL OF PSYCHOLOGY IN AFRICA 2020. [DOI: 10.1080/14330237.2020.1746563] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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6
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Nouri F, Coole C, Narayanasamy M, Baker P, Khan S, Drummond A. Managing Employees Undergoing Total Hip and Knee Replacement: Experiences of Workplace Representatives. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:451-461. [PMID: 30132175 PMCID: PMC6531398 DOI: 10.1007/s10926-018-9805-7] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/26/2023]
Abstract
Introduction There is little research on return to work (RTW) from a workplace perspective following hip and knee replacement (THR/TKR) despite employers and other workplace personnel having a key role. Our aim was to explore the experiences of individuals in the workplace in managing employees undergoing THR/TKR. Methods Employers and other workplace representatives from a cross-section of employment sectors and sizes, with experience of managing employees undergoing THR/TKR in the previous 12 months, were recruited. Interviewees included small business owners, line managers, colleagues, human resources managers and occupational health advisers. Semi-structured, qualitative interviews were conducted and data were analysed thematically. Results Twenty-five individuals were interviewed. The main themes identified were accommodating the employee, and barriers and facilitators to RTW. Accommodations included changes to the work environment, amended duties, altered hours, changed roles and colleague support. Perceived barriers and facilitators to RTW included the role of GPs and occupational health, surgical issues, characteristics of the work environment and of employees. Conclusions Employers are motivated to effect supported RTW for employees undergoing THR/TKR but have insufficient guidance. Strategies are required to signpost employers to existing RTW advice, and to develop recommendations specific to lower limb arthroplasty. Communication between medical practitioners and employers should be facilitated in order to enhance the RTW experience of individuals undergoing THR/TKR.
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Affiliation(s)
- Fiona Nouri
- School of Health Sciences, Medical School, Queens Medical Centre, University of Nottingham, Nottingham, NG7 2UH, UK.
| | - Carol Coole
- School of Health Sciences, Medical School, Queens Medical Centre, University of Nottingham, Nottingham, NG7 2UH, UK
| | - Melanie Narayanasamy
- School of Health Sciences, Medical School, Queens Medical Centre, University of Nottingham, Nottingham, NG7 2UH, UK
| | - Paul Baker
- South Tees NHS Hospitals Trust, James Cook University Hospital, Middlesbrough, TS3 4BW, UK
| | - Sayeed Khan
- The Buckingham Centre, Collingwood Health, 30 Bradford Road, Slough, SL1 4PG, UK
| | - Avril Drummond
- School of Health Sciences, Medical School, Queens Medical Centre, University of Nottingham, Nottingham, NG7 2UH, UK
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7
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Greidanus MA, Tamminga SJ, de Rijk AE, Frings-Dresen MHW, de Boer AGEM. What Employer Actions Are Considered Most Important for the Return to Work of Employees with Cancer? A Delphi Study Among Employees and Employers. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:406-422. [PMID: 30027426 PMCID: PMC6531608 DOI: 10.1007/s10926-018-9800-z] [Citation(s) in RCA: 20] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/21/2023]
Abstract
Purpose Employers are important stakeholders in the return to work (RTW) of employees with cancer. However, it is unclear what employer actions are most important to that process. The objective, therefore, was to reach consensus on what employer actions are considered most important for the RTW of employees with cancer, by employers and employees separately. Methods A two-round online Delphi study was conducted with two expert panels: one with 23 employers and one with 29 employees with cancer. The results from each panel were analysed separately. Out of 24 suggested employer actions, participants selected the 10 they considered most important for RTW in each of the following RTW phases: (1) disclosure, (2) treatment, (3) RTW plan, and (4) actual RTW. The consensus threshold was set at ≥ 80% during the second round. Results The employer and employee expert panels both reached consensus on the importance of 'emotional support', 'practical support', 'allow sufficient sick leave', 'plan return to work', 'adjust expectations', 'assess work ability', and 'show appreciation'. Employers also reached consensus on 'communicate' and 'treat normally', and employees on 'handle unpredictability'. All these employer actions were considered to be specific for one to three RTW phases. Conclusions Employers reached consensus on the importance of nine employer actions, employees on eight. Both stakeholder perspectives showed great similarities, but did vary regarding important employer actions during the employee's treatment. We recommend developing interventions targeting the employer, meeting both employer and employee needs in each RTW phase, to enhance RTW support for employees with cancer.
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Affiliation(s)
- M A Greidanus
- Amsterdam UMC, University of Amsterdam, Coronel Institute of Occupational Health, Amsterdam Public Health research institute, Meibergdreef 9, Amsterdam, The Netherlands.
| | - S J Tamminga
- Amsterdam UMC, University of Amsterdam, Coronel Institute of Occupational Health, Amsterdam Public Health research institute, Meibergdreef 9, Amsterdam, The Netherlands
| | - A E de Rijk
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, Research Institute Primary Care and Public Health (CAPHRI), Maastricht University, Universiteitssingel 40, Maastricht, The Netherlands
| | - M H W Frings-Dresen
- Amsterdam UMC, University of Amsterdam, Coronel Institute of Occupational Health, Amsterdam Public Health research institute, Meibergdreef 9, Amsterdam, The Netherlands
| | - A G E M de Boer
- Amsterdam UMC, University of Amsterdam, Coronel Institute of Occupational Health, Amsterdam Public Health research institute, Meibergdreef 9, Amsterdam, The Netherlands
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8
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Negrini A, Corbière M, Lecomte T, Coutu MF, Nieuwenhuijsen K, St-Arnaud L, Durand MJ, Gragnano A, Berbiche D. How Can Supervisors Contribute to the Return to Work of Employees Who have Experienced Depression? JOURNAL OF OCCUPATIONAL REHABILITATION 2018; 28:279-288. [PMID: 28660364 DOI: 10.1007/s10926-017-9715-0] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
Background In Western countries, work disability due to depression is a widespread problem that generates enormous costs. Objective The goal of this study was to determine the types and prevalence of supervisor contributions during the different phases of the return-to-work (RTW) process (before and during the sick-leave absence, and during the RTW preparations) of employees diagnosed with depression. Moreover, we sought to determine which contributions actually facilitate employees' RTW, and to identify the work accommodations most frequently implemented by supervisors at the actual time of their employee's RTW. Methods Telephone interviews were conducted in Québec (Canada) with 74 supervisors working with employees who were already back at work or still on sick leave due to depression. A sub-sample of 46 supervisors who had already taken measures to facilitate their employees' RTW was questioned about the work accommodations implemented. Results Most of the supervisors got along well with their employees before their sick leave and 72% stayed in contact with them during their leave. Nearly 90% of the supervisors encouraged their employees to focus primarily on their recovery before their RTW, but 43% pressured their employees to RTW as soon as possible. Cox regression analyses performed for the entire sample revealed that "the supervisors' intention to take measures to facilitate their employees' RTW" was the only significant predictor of the RTW at the time of the interview. The Kaplan-Meier survival curve showed that 50% of the employees were expected to RTW within the first 8 months of absence. Four of the most frequently implemented work accommodations were actions directly involving the supervisor (i.e. providing assistance, feedback, recognition, and emotional support to the employee). Conclusions This study shed light on the less explored point of view of the supervisor involved in the RTW process of employees post-depression. It highlighted the most frequent and effective supervisor contributions to the process. These results can be used to develop concrete action plans for training supervisors to contribute to the sustainable RTW of employees on sick leave due to depression.
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Affiliation(s)
- Alessia Negrini
- Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST), 505 boul. de Maisonneuve Ouest, Montreal, QC, H3A 3C2, Canada.
| | - Marc Corbière
- Faculty of Educational Sciences, Université du Québec à Montréal, 1205 rue Saint-Denis, Montreal, QC, H2X 3R9, Canada
- Centre de recherche de l'Institut universitaire en santé mentale de Montréal, 7401 Rue Hochelaga, Montreal, QC, H1N 3M5, Canada
| | - Tania Lecomte
- Faculty of Arts and Sciences, Université de Montréal, 90 avenue Vincent d'Indy, Pavillon Marie-Victorin, succ. Centre-Ville, CP6128, Montreal, QC, H2C 3J7, Canada
| | - Marie-France Coutu
- Centre for Action in Work Disability Prevention and Rehabilitation (CAPRIT), School of Rehabilitation, Université de Sherbrooke, 150 Place Charles LeMoyne, Longueuil, QC, J4K 0A8, Canada
| | - Karen Nieuwenhuijsen
- Coronel Institute of Occupational Health, Academic Medical Center, Meibergdreef 9, 1105 AZ, Amsterdam-Zuidoost, The Netherlands
| | - Louise St-Arnaud
- Faculty of Education, Centre de recherche et d'intervention sur l'éducation et la vie au travail (CRIEVAT), Université Laval, 2320 rue des Bibliothèques, Quebec, QC, G1V 0A6, Canada
| | - Marie-José Durand
- Centre for Action in Work Disability Prevention and Rehabilitation (CAPRIT), School of Rehabilitation, Université de Sherbrooke, 150 Place Charles LeMoyne, Longueuil, QC, J4K 0A8, Canada
| | - Andrea Gragnano
- Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST), 505 boul. de Maisonneuve Ouest, Montreal, QC, H3A 3C2, Canada
- Faculty of Educational Sciences, Université du Québec à Montréal, 1205 rue Saint-Denis, Montreal, QC, H2X 3R9, Canada
- Centre de recherche de l'Institut universitaire en santé mentale de Montréal, 7401 Rue Hochelaga, Montreal, QC, H1N 3M5, Canada
| | - Djamal Berbiche
- Faculty of Medicine and Health Sciences, Université de Sherbrooke, 150 Place Charles LeMoyne, Longueuil, QC, J4K 0A8, Canada
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9
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Tweheyo R, Daker-White G, Reed C, Davies L, Kiwanuka S, Campbell S. 'Nobody is after you; it is your initiative to start work': a qualitative study of health workforce absenteeism in rural Uganda. BMJ Glob Health 2017. [PMID: 29527333 PMCID: PMC5841506 DOI: 10.1136/bmjgh-2017-000455] [Citation(s) in RCA: 27] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022] Open
Abstract
Background Published evidence on the drivers of absenteeism among the health workforce is mainly limited to high-income countries. Uganda suffers the highest rate of health workforce absenteeism in Africa, attracting attention but lacking a definitive ameliorative strategy. This study aimed to explore the underlying reasons for absenteeism in the public and private 'not-for-profit' health sector in rural Uganda. Methods We undertook an empirical qualitative study, located within the critical realist paradigm. We used case study methodology as a sampling strategy, and principles of grounded theory for data collection and analysis. Ninety-five healthcare workers were recruited through focus groups and in-depth interviews. The NVivo V.10 software package was used for data management. Results Healthcare workers' absenteeism was explained by complex interrelated influences that could be seen to be both external to, and within, an individual's motivation. External influences dominated in the public sector, especially health system factors, such as delayed or omitted salaries, weak workforce leadership and low financial allocation for workers' accommodation. On the other hand, low staffing-particularly in the private sector-created work overload and stress. Also, socially constructed influences existed, such as the gendered nature of child and elderly care responsibilities, social class expectations and reported feigned sickness. Individually motivated absenteeism arose from perceptions of an inadequate salary, entitlement to absence, financial pressures heightening a desire to seek supplemental income, and educational opportunities, often without study leave. Conclusion Health workforce managers and policy makers need to improve governance efficiencies and to seek learning opportunities across different health providers.
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Affiliation(s)
- Raymond Tweheyo
- Department of Health Policy Planning and Management, Makerere University School of Public Health, Kampala, Uganda.,Centre for Primary Care, Division of Population Health, The University of Manchester, Manchester, United Kingdom
| | - Gavin Daker-White
- Centre for Primary Care, Division of Population Health, The University of Manchester, Manchester, United Kingdom
| | - Catherine Reed
- Centre for Primary Care, Division of Population Health, The University of Manchester, Manchester, United Kingdom
| | - Linda Davies
- Centre for Health Economics, Division of Population Health, The University of Manchester, Manchester, United Kingdom
| | - Suzanne Kiwanuka
- Department of Health Policy Planning and Management, Makerere University School of Public Health, Kampala, Uganda
| | - Stephen Campbell
- Centre for Primary Care, Division of Population Health, The University of Manchester, Manchester, United Kingdom
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10
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Peters SE, Coppieters MW, Ross M, Johnston V. Perspectives from Employers, Insurers, Lawyers and Healthcare Providers on Factors that Influence Workers' Return-to-Work Following Surgery for Non-Traumatic Upper Extremity Conditions. JOURNAL OF OCCUPATIONAL REHABILITATION 2017; 27:343-358. [PMID: 27586696 DOI: 10.1007/s10926-016-9662-1] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/06/2023]
Abstract
PURPOSE Return-to-work (RTW) stakeholders have varied roles and may therefore hold their own perspectives regarding factors that may influence outcomes. This study aimed to determine stakeholders' perspectives on factors influencing RTW following surgery for non-traumatic upper extremity conditions. METHODS A questionnaire was distributed to RTW stakeholders via gatekeeper organizations. Stakeholders rated 50 potential prognostic factors from 'not' to 'extremely' influential. Data were dichotomized to establish stakeholders' level of agreement. Disagreements between stakeholder groups were analyzed using χ 2. The relationship between stakeholder demographic variables and rating of a factor was determined via regression analysis. RESULTS One thousand and eleven stakeholders completed the survey: healthcare providers (77.8 %); employer representatives (12.2 %); insurer representatives (6.8 %); and lawyers (3.2 %). Factors with the highest stakeholder agreement for influencing RTW were: self-efficacy (92.2 %); post-operative psychological status (91.8 %); supportive employer/supervisor (91.4 %); employer's willingness to accommodate job modifications (90.7 %); worker's recovery expectations (88.3 %); mood disorder diagnosis (86.6 %); post-operative pain level (86.4 %); and whether the job can be modified (86.3 %). Disagreements between stakeholder groups were found for 19 (36 %) factors. The strongest disagreements were for: age; gender; obesity; doctor's RTW recommendation; and presence of a RTW coordinator. Respondents' characteristics (e.g., age, workers' compensation jurisdiction, work experience, stakeholder group) were associated with factor rating. CONCLUSION The factors stakeholders rated as having the greatest influence on RTW were predominately psychosocial and modifiable. These variables should be the focus of future research to determine prognostic factors for RTW for workers with upper extremity conditions, and to develop effective RTW interventions.
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Affiliation(s)
- Susan E Peters
- Occupational Therapy, School of Health and Rehabilitation Sciences, The University of Queensland, St Lucia, Australia.
- Brisbane Hand and Upper Limb Research Institute, Brisbane Private Hospital, Brisbane, Australia.
| | - Michel W Coppieters
- MOVE Research Institute Amsterdam, Department of Human Movement Sciences, Faculty of Behavioural and Movement Sciences, Vrije Universiteit Amsterdam, Amsterdam, The Netherlands
- Physiotherapy, School of Health and Rehabilitation Sciences, The University of Queensland, St Lucia, Australia
| | - Mark Ross
- Brisbane Hand and Upper Limb Research Institute, Brisbane Private Hospital, Brisbane, Australia
- Department of Orthopaedics, Princess Alexandra Hospital, Woolloongabba, Australia
- Orthopaedic Surgery, School of Medicine, The University of Queensland, St Lucia, Australia
| | - Venerina Johnston
- MOVE Research Institute Amsterdam, Department of Human Movement Sciences, Faculty of Behavioural and Movement Sciences, Vrije Universiteit Amsterdam, Amsterdam, The Netherlands
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11
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Tiedtke CM, Dierckx de Casterlé B, Frings-Dresen MHW, De Boer AGEM, Greidanus MA, Tamminga SJ, De Rijk AE. Employers' experience of employees with cancer: trajectories of complex communication. J Cancer Surviv 2017; 11:562-577. [PMID: 28710544 PMCID: PMC5602070 DOI: 10.1007/s11764-017-0626-z] [Citation(s) in RCA: 45] [Impact Index Per Article: 6.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/28/2017] [Accepted: 06/23/2017] [Indexed: 01/25/2023]
Abstract
Purpose Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers’ experiences with RTW of employees with cancer and (2) the employers’ needs for support regarding this process. Methods Thirty employer representatives of medium and large for-profit and non-profit organizations were interviewed to investigate their experiences and needs in relation to employees with cancer. A Grounded Theory approach was used. Results We revealed a trajectory of complex communication and decision-making during different stages, from the moment the employee disclosed that they had been diagnosed to the period after RTW, permanent disability, or the employee’s passing away. Employers found this process demanding due to various dilemmas. Dealing with an unfavorable diagnosis and balancing both the employer’s and the employee’s interests were found to be challenging. Two types of approach to support RTW of employees with cancer were distinguished: (1) a business-oriented approach and (2) a care-oriented approach. Differences in approach were related to differences in organizational structure and employer and employee characteristics. Employers expressed a need for communication skills, information, and decision-making skills to support employees with cancer. Conclusions The employers interviewed stated that dealing with an employee with cancer is demanding and that the extensive Dutch legislation on RTW did not offer all the support needed. We recommend providing them with easily accessible information on communication and leadership training to better support employees with cancer. Implications for cancer survivors • Supporting employers by training communication and decision-making skills and providing information on cancer will contribute to improving RTW support for employees with cancer. • Knowing that the employer will usually be empathic when an employee reveals that they have been diagnosed with cancer, and that the employer also experiences difficulties and dilemmas, might lower the threshold to discuss wishes regarding disclosure, communication, and work issues. • The interests of employer and employee in relation to RTW are interrelated; both have responsibility and a role to play, and are in need of support.
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Affiliation(s)
- C M Tiedtke
- Department of Social Medicine, Faculty of Health Medicine and Life Sciences (FHML), Maastricht University, Maastricht, The Netherlands.
| | - B Dierckx de Casterlé
- Department of Public Health & Primary Care, Academic Centre for Nursing and Midwifery, KU Leuven, Leuven, Belgium
| | - M H W Frings-Dresen
- Academic Medical Center, Public Health Research Institute, University of Amsterdam, Amsterdam, The Netherlands
| | - A G E M De Boer
- Academic Medical Center, Public Health Research Institute, University of Amsterdam, Amsterdam, The Netherlands
| | - M A Greidanus
- Academic Medical Center, Public Health Research Institute, University of Amsterdam, Amsterdam, The Netherlands
| | - S J Tamminga
- Academic Medical Center, Public Health Research Institute, University of Amsterdam, Amsterdam, The Netherlands
| | - A E De Rijk
- Department of Social Medicine, Faculty of Health Medicine and Life Sciences (FHML), Maastricht University, Maastricht, The Netherlands
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12
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Kristman VL, Shaw WS, Reguly P, Williams-Whitt K, Soklaridis S, Loisel P. Supervisor and Organizational Factors Associated with Supervisor Support of Job Accommodations for Low Back Injured Workers. JOURNAL OF OCCUPATIONAL REHABILITATION 2017; 27:115-127. [PMID: 27032398 PMCID: PMC4980120 DOI: 10.1007/s10926-016-9638-1] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/25/2023]
Abstract
Purpose Temporary job accommodations contribute to the prevention of chronic work disability due to low back pain (LBP) through the facilitation of early return to work; yet, workplace dimensions of job accommodation are poorly understood. The objective of this study was to determine supervisor and organizational factors associated with supervisors' support for temporary job accommodations for LBP injured workers. Methods Supervisors were recruited from 19 workplaces in the USA and Canada and completed an online survey regarding job accommodation practices and potential associated factors with respect to a case vignette of a worker with LBP. Multivariable linear regression was used to identify the most parsimonious set of factors associated with supervisors' support for accommodations. Results A total of 804 supervisors participated with 796 eligible for inclusion in the analysis. The final set of factors explained 21 % of the variance in supervisors' support for temporary job accommodations. Considerate leadership style (β = 0.261; 95 % CI 0.212, 0.310), workplace disability management policies and practices (β = 0.243; 95 % CI 0.188, 0.298), and supervisor autonomy for designing and providing workplace accommodations (β = 0.156; 95 % CI 0.071, 0.241) had the largest effect on supervisor support for accommodations. Conclusion Factors predicting supervisors' likelihood to accommodate LBP injured workers include use of considerate leadership style, workplace disability management policies and practices, and supervisor autonomy. Workplace interventions targeting these factors should be developed and evaluated for their ability to improve work disability prevention outcomes.
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Affiliation(s)
- Vicki L Kristman
- Department of Health Sciences, Lakehead University, 955 Oliver Road, Thunder Bay, ON, P7B 5E1, Canada.
- Institute for Work & Health, Toronto, ON, Canada.
- Division of Human Sciences, Northern Ontario School of Medicine, Lakehead University, Thunder Bay, ON, Canada.
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada.
| | - William S Shaw
- Liberty Mutual Research Institute for Safety, Hopkinton, MA, USA
- University of Massachusetts Medical School, Worcester, MA, USA
| | - Paula Reguly
- Department of Health Sciences, Lakehead University, 955 Oliver Road, Thunder Bay, ON, P7B 5E1, Canada
| | | | - Sophie Soklaridis
- Department of Health Sciences, Lakehead University, 955 Oliver Road, Thunder Bay, ON, P7B 5E1, Canada
- Centre for Addiction and Mental Health, Toronto, ON, Canada
- Department of Psychiatry, University of Toronto, Toronto, ON, Canada
| | - Patrick Loisel
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada
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13
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Young AE, Choi Y. Work-Related Factors Considered by Sickness-Absent Employees When Estimating Timeframes for Returning to Work. PLoS One 2016; 11:e0163674. [PMID: 27706194 PMCID: PMC5051700 DOI: 10.1371/journal.pone.0163674] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/11/2016] [Accepted: 09/11/2016] [Indexed: 11/18/2022] Open
Abstract
INTRODUCTION Work-related factors have been found to be influential in shaping a number of return-to-work outcomes including return-to-work expectations. Based on the idea that work-related factors have the potential for modification through workplace-based initiatives, this study involved a detailed examination of work-related factors referenced by workers as being taken into consideration when estimating timeframes for returning to work. METHODS Focus groups were conducted with 30 employees, currently off work (≤ 3 months) due to a musculoskeletal condition. During the focus groups, participants wrote and spoke about the factors that they considered when forming their expectations for returning to work. Data were subjected to thematic content analysis. RESULTS Discussions revealed that participants' considerations tended to differ depending on whether or not they had a job to return to. Those with jobs (n = 23) referenced specific influences such as working relationships, accommodations, physical and practical limitations, as well as concerns about their ability to do their job. Those without a job to return to (n = 7) talked about the ways they would go about finding work, and how long they thought this would take. Both groups mentioned the influence of wanting to find the "right" job, retraining and being limited due to the need for income. CONCLUSION Findings indicate that employees reference numerous work-related factors when estimating their timeframes for returning to work, and that many of these have been previously identified as relating to other return-to-work outcomes. Findings suggest the potential to improve return-to-work expectation through addressing work-related influences, and helping people work through the tasks they need to complete in order to move forward in the return-to-work process.
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Affiliation(s)
- Amanda E. Young
- Center for Disability Research, Liberty Mutual Research Institute for Safety, Hopkinton, Massachusetts, United States of America
- * E-mail:
| | - YoonSun Choi
- Center for Disability Research, Liberty Mutual Research Institute for Safety, Hopkinton, Massachusetts, United States of America
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14
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Grataloup M, Massardier-Pilonchéry A, Bergeret A, Fassier JB. Job Restrictions for Healthcare Workers with Musculoskeletal Disorders: Consequences from the Superior's Viewpoint. JOURNAL OF OCCUPATIONAL REHABILITATION 2016; 26:245-252. [PMID: 26408192 DOI: 10.1007/s10926-015-9609-y] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Abstract
Objective Many workers suffer from musculoskeletal disorders. In France, occupational physicians are able to set job aptitude restrictions obliging employers to adapt the worker's job. The present study explored the impact of job restriction from the point of view of the employees' supervisors. Methods A qualitative study was conducted in 3 public hospitals. 12 focus groups were organized, involving 61 charge nurses and head nurses supervising 1 or more workers restricted for heavy lifting or repetitive movements. Discussions were recorded for qualitative thematic analysis. Results Charge and head nurses complained that aptitude restrictions were insufficiently precise, could not be respected and failed to mention residual capability. A context of personnel cuts, absenteeism and productivity demands entailed a need for polyvalence and reorganization threatening the permanence of adapted jobs. Job restrictions had several negative consequences for the charge and head nurses, including overwork, increased conflict, and feelings of isolation and organizational injustice. Conclusion Protecting the individual interests of workers with health issues may infringe on the interests of their supervisors and colleagues, whose perception of organizational justice may go some way to explaining the support or rejection they show toward restricted workers. This paradox should be explicitly explored and discussed.
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Affiliation(s)
- M Grataloup
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
| | - A Massardier-Pilonchéry
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France
| | - A Bergeret
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France
| | - Jean-Baptiste Fassier
- UMRESTTE (UMR T 9405), Université Claude Bernard Lyon 1, 8 Avenue Rockefeller, 69373, Lyon Cedex 08, France.
- Occupational Heath and Medicine Department, Hospices Civils de Lyon, Lyon, France.
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15
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Vossen E, Van Gestel N, Van der Heijden BIJM, Rouwette EAJA. "Dis-able bodied" or "dis-able minded": stakeholders' return-to-work experiences compared between physical and mental health conditions. Disabil Rehabil 2016; 39:969-977. [PMID: 27211573 DOI: 10.3109/09638288.2016.1172675] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
PURPOSE This study aimed to explore if and why the return-to-work (RTW) experiences of various workplace stakeholders in the Netherlands and Denmark differ between physical and mental health conditions, and to understand the consequences of potentially different experiences for the RTW process in both health conditions. METHODS We studied 21 cases of long-term sickness absence, and held a total of 61 semi-structured interviews with the various actors involved in these cases. RESULTS Physical cases were seen as "easy" and mental cases as "difficult" to manage, based on the visibility and predictability of health complaints. On this ground, assessing work ability and following required RTW actions were perceived as more urgent in mental than in physical cases. Despite these perceptions, in practice, the assessment of work ability seemed to impair the RTW process in mental cases (but not in physical ones), and the (non-)uptake of RTW actions appeared to have similar results in both mental and physical cases. CONCLUSIONS With these outcomes, the effectiveness of a differential approach is questioned, and the relevance of a bidirectional dialog on work ability and a phased RTW plan is highlighted, regardless of the absence cause. Our study also demonstrates how policymakers need to strike a balance between obligatory and permissive legislation to better involve workplaces in RTW issues. Implications for rehabilitation Both physically and mentally sick-listed employees could benefit from a bidirectional dialog on work ability as well as from a phased RTW plan. A greater role for employers in the RTW process should be accompanied with a support for sick-listed employees, in both physical and mental sickness absence cases. Dutch and Danish RTW legislation could be improved by carefully balancing obligatory and permissive rules and regulations to involve workplaces in RTW matters.
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Affiliation(s)
- Emmie Vossen
- a Institute for Management Research , Radboud University , Nijmegen , The Netherlands
| | - Nicolette Van Gestel
- b TIAS School for Business & Society , Tilburg University , Tilburg , The Netherlands
| | - Beatrice I J M Van der Heijden
- a Institute for Management Research , Radboud University , Nijmegen , The Netherlands.,c Open University of The Netherlands , School of Management , Heerlen , The Netherlands
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16
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Injured workers and their return to work. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2016. [DOI: 10.1108/ebhrm-02-2015-0002] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to study the factors affecting the return to work (RTW) of injured workers in an institutional setting where workers’ earnings are fully compensated during the disability period.
Design/methodology/approach
– The authors use a unique data set matching employer-employee panel data with Italian workers’ compensation records. The authors estimate survival models accounting for workers’ unobserved heterogeneity.
Findings
– Workers with higher wage growth, higher relative wages and from firms with better histories of stable employment, RTW sooner. More vulnerable workers – immigrants, females, members of smaller firms – also tend to return sooner. But even when we control for such measures of commitment, status, and job security, high-wage workers RTW sooner.
Research limitations/implications
– The authors use proxies as measures of commitment and status. The authors study blue-collar workers without finer job qualifications. The authors estimate a reduced form model.
Practical implications
– In an institutional environment where the immediate cost of workers’ compensation benefits falls largely on firms, employers seem to pressure those workers whose time off is more costly, i.e., high-wage workers. The lack of evidence of ex post moral hazard behavior also demands for a better understanding of the relationship between benefits and RTW.
Social implications
– Workers who are induced to RTW before full recovery jeopardize their long- term health and employability. Firms that put such pressure on employees might generate social costs that can be particularity high in the case of high productivity workers.
Originality/value
– The paper offers the first quantitative analysis of an institutional setting where injured workers face 100 percent benefits replacement rate and have job security. This allows focus on other workers’ or employers’ reasons to speed RTW. It is one of very few economics studies on this topic in the European context, providing implications for human resource managers, state regulators, and unions.
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