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Kuronen J, Winell K, Kopra J, Räsänen K. Health check-ups as interventions for work disability management: supervisors and occupational healthcare follow the recommendations to a great extent. Occup Environ Med 2023; 80:170-176. [PMID: 36697227 PMCID: PMC9985728 DOI: 10.1136/oemed-2022-108613] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2022] [Accepted: 12/19/2022] [Indexed: 01/26/2023]
Abstract
OBJECTIVES Work disability management is a problem globally. This study was designed to find out whether the initiation, process and outcome of health check-ups (HCUs) follow the national legislation and whether supervisors and occupational healthcare (OHC) units act according to the legislation-based recommendations. METHODS Data of 1092 employees with reduced work ability were collected during 2013-2018 in 15 OHC units across Finland. Nine reasons for HCUs, eight process activities and three recommendations were analysed. Cross-tabulation and multinomial logistic regression analysis were used in the analyses. RESULTS Employees themselves initiated an HCU for early support more often (OR with 95% CI 2.37; 1.04 to 5.40) compared with supervisors. Personnel in OHC units initiated an HCU in musculoskeletal disorders more often (OR 1.58; 95% CI 1.05 to 2.37) and in mental disorders less often (OR 0.52; 95% CI 0.35 to 0.76) compared with supervisors. These findings were reflected in the recommendations after the HCU, where rehabilitation was recommended for employees with musculoskeletal disorders more often than for employees with mental disorders (ORs 5.48; 95% CI 1.91 to 15.67 and 1.59; 95% CI 0.74 to 3.43, respectively). CONCLUSION Supervisors and OHC units followed the recommendations for management of work disability to a great extent. Employees were active in looking for help early when they had problems with work ability. This positive finding should be promoted even more. OHC units did not initiate HCUs or recommend rehabilitation in mental disorders as actively as they did in musculoskeletal disorders. Support of employees with mental disorders should be improved and studied more. Registration of the study The study protocol was approved and registered on 22 September 2017 by the Doctoral Program of Health Sciences, Faculty of Medicine, University of Eastern Finland, registration no. 189067.
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Affiliation(s)
| | - Klas Winell
- Conmedic Ltd, Espoo, Finland
- Unit of Public Health, University of Turku Faculty of Medicine, Turku, Finland
| | - Juho Kopra
- Kuopio Musculoskeletal Research Unit (KMRU), University of Eastern Finland Institute of Clinical Medicine, Kuopio, Finland
| | - Kimmo Räsänen
- School of Medicine, Institute of Public Health and Clinical Nutrition, University of Eastern Finland, Kuopio, Finland
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Aiming at inclusive workplaces: A bibliometric and interpretive review at the crossroads of disability management and human resource management. JOURNAL OF MANAGEMENT & ORGANIZATION 2023. [DOI: 10.1017/jmo.2023.4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Abstract
Abstract
Inclusive workplaces rely on the joint optimization of disability management and human resource management. However, disability management has been predominantly investigated as an independent issue, overlooking its interplay with human resource management. The article delivers a bibliometric and interpretive review of the scholarly debate falling at the crossroad of disability management and human resource management, mapping the state of the art of this study domain. Departing from a knowledge core of 91 papers, 6 research streams were identified through bibliographic coupling. They account for the evolution of disability management from a fix-it initiative aimed at fostering return to work of people with disability towards a holistic management approach targeted at inclusiveness. Aligning the hard and the soft sides of disability management and embedding it in the organizational culture are crucial to enact inclusive workplaces and make organizations able to engage people with disability at work.
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Camisa V, Gilardi F, Di Brino E, Santoro A, Vinci MR, Sannino S, Bianchi N, Mesolella V, Macina N, Focarelli M, Brugaletta R, Raponi M, Ferri L, Cicchetti A, Magnavita N, Zaffina S. Return on Investment (ROI) and Development of a Workplace Disability Management Program in a Hospital-A Pilot Evaluation Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17218084. [PMID: 33147861 PMCID: PMC7662934 DOI: 10.3390/ijerph17218084] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/04/2020] [Revised: 10/19/2020] [Accepted: 10/20/2020] [Indexed: 12/14/2022]
Abstract
The progressive ageing of the working population and the increase in related chronic diseases tend to affect working capacity. The aim of this study was to evaluate a Workplace Disability Management Program (WDMP) within a pediatric hospital. Absenteeism due to healthcare workers’ (HCWs) pre- and post- WDMP and the related costs were used for the program evaluation. The Return on Investment (ROI), the Break-Even Analysis (BEA) and the value of the average annual productivity of HCWs who took advantage of the Disability Management (DM) interventions to assess the economic impact of the program, were also used. The HCWs enrolled in the program were 131 (approximately 4% of hospital staff), of which 89.7% females and with an average age of 50.4 years (SD ± 8.99). Sick leave days of the HCWs involved decreased by 66.6% in the year following the end of WDMP compared to the previous one (p < 0.001). The total estimated cost reduction of absenteeism is 427,896€ over a year. ROI was equal to 27.66€. BEA indicated that the break-even point was reached by implementing the program on 3.27 HCWs. The program evaluation demonstrated the particular effectiveness of the implemented WDMP model, acting positively on the variables that affect productivity and the limitation to work.
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Affiliation(s)
- Vincenzo Camisa
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
- Post-Graduate School of Occupational Health, Catholic University of Sacred Heart, 00168 Rome, Italy; (L.F.); (N.M.)
| | - Francesco Gilardi
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
| | - Eugenio Di Brino
- Graduate School of Health Economics and Management, Catholic University of Sacred Heart (ALTEMS), 00168 Rome, Italy; (E.D.B.); (A.C.)
| | - Annapaola Santoro
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
| | - Maria Rosaria Vinci
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
- Post-Graduate School of Occupational Health, Catholic University of Sacred Heart, 00168 Rome, Italy; (L.F.); (N.M.)
| | - Serena Sannino
- Health Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (S.S.); (M.R.)
| | - Natalia Bianchi
- Nursing and Health Allied Professionals Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy;
| | - Valentina Mesolella
- Human Resources Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.M.); (N.M.); (M.F.)
| | - Nadia Macina
- Human Resources Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.M.); (N.M.); (M.F.)
| | - Michela Focarelli
- Human Resources Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.M.); (N.M.); (M.F.)
| | - Rita Brugaletta
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
| | - Massimiliano Raponi
- Health Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (S.S.); (M.R.)
| | - Livia Ferri
- Post-Graduate School of Occupational Health, Catholic University of Sacred Heart, 00168 Rome, Italy; (L.F.); (N.M.)
| | - Americo Cicchetti
- Graduate School of Health Economics and Management, Catholic University of Sacred Heart (ALTEMS), 00168 Rome, Italy; (E.D.B.); (A.C.)
| | - Nicola Magnavita
- Post-Graduate School of Occupational Health, Catholic University of Sacred Heart, 00168 Rome, Italy; (L.F.); (N.M.)
- Department of Woman, Child & Public Health, Gemelli Policlinic Foundation IRCCS, 00168 Rome, Italy
| | - Salvatore Zaffina
- Health Directorate, Occupational Medicine Service, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.C.); (F.G.); (A.S.); (M.R.V.); (R.B.)
- Human Resources Directorate, Bambino Gesù Children’s Hospital IRCCS, 00165 Rome, Italy; (V.M.); (N.M.); (M.F.)
- Correspondence: ; Tel.: +39-06-6859-3150; Fax: +39-06-6859-3852
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