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Audet J, Lecours A. Which interventions are used in the rehabilitation, return, and stay at work process of aging workers having suffered an occupational injury? A scoping review. Work 2024; 79:135-153. [PMID: 38457172 DOI: 10.3233/wor-230509] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/09/2024] Open
Abstract
BACKGROUND Considering current labour shortages, the recent increase in the number of aging workers in the labour market is deemed economically beneficial. However, due to specific characteristics (e.g. biological, generational), aging workers take longer to recover and return to work after an occupational injury. Yet, few studies have examined the rehabilitation, return, and stay at work process of aging workers and current knowledge makes it difficult for stakeholders to identify which interventions to use with this specific population. OBJECTIVE This study aimed to describe which interventions are used in the rehabilitation, return, and stay at work process of aging workers having suffered an occupational injury. METHODS We conducted a five-step scoping review. Five databases were used for the literature search. A qualitative analysis of the retained manuscripts was conducted. RESULTS Our analysis led to the extraction of information from seven manuscripts that concern the rehabilitation, return, and stay at work process of aging workers who suffered an occupational injury exclusively. We identified 19 interventions (e.g. work capacity development, work task modifications, permanent part-time work, and alternative roles) and were described according to the different phases of the Cycle of Work Disability Prevention (CWDP). CONCLUSIONS This study offers informative, non-prescriptive, and operational interventions useful for stakeholders who support aging workers. Furthermore, it is a knowledge base to develop future projects that promote the rehabilitation, return, and stay at work process of aging workers.
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Affiliation(s)
- Jessika Audet
- Department of Occupational Therapy, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
- Center for Interdisciplinary Research in Rehabilitation and Social Integration (Cirris), Québec City, QC, Canada
- Chaire de Recherche UQTR sur la Santé des Travailleurs Vieillissants (CRSTV), Trois-Rivières, QC, Canada
| | - Alexandra Lecours
- Department of Occupational Therapy, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
- Center for Interdisciplinary Research in Rehabilitation and Social Integration (Cirris), Québec City, QC, Canada
- Chaire de Recherche UQTR sur la Santé des Travailleurs Vieillissants (CRSTV), Trois-Rivières, QC, Canada
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Craven K, De Dios Pérez B, Holmes J, Fisher R, Radford KA. Factors influencing employers' support for employees with acquired brain injuries or mental illness to return to- and stay in work: A qualitative systematic review. Work 2024; 79:93-121. [PMID: 38217562 DOI: 10.3233/wor-230214] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/15/2024] Open
Abstract
BACKGROUND People with acquired brain injuries (ABIs) often experience residual limitations and co-morbid mental illnesses that restrict work participation. Employers are key in enabling successful return-to-work and job retention. OBJECTIVE This review aimed to explore employers' perspectives of factors influencing their support for people with ABIs and/or mental illness to return to- and stay in work. Review questions focused on barriers and facilitators to their support, and contextual characteristics present at the time. METHODS Five databases were searched from October 2010 until November 2023 for relevant qualitative studies published in English. Findings from included studies (N = 25) were synthesised using thematic synthesis. RESULTS Included studies focused on employees with ABI or mental illness, rather than dually diagnosed ABI and mental illness. Employers' support was influenced by their awareness/knowledge of- and attitudes towards the employee's condition/illness; their skills and experience in supportive strategies; factors related to provision of work accommodations; and stakeholder influence. Similarities and differences in influential factors were observed across the ABI and mental illness literature. Contextual characteristics related to organisational characteristics, cultural taboo, and involvement of certain stakeholders. CONCLUSIONS ABI survivors (with and without co-morbid mental illness) and their employers may benefit from specialist support and resources to guide them through the return-to-work process. Further research is needed to investigate employers' knowledge of ABI and mental illness and supportive strategies. Exploration of the influence of other stakeholders, socio-demographic characteristics, and contextual factors on employers' return-to-work and retention support for ABI survivors with co-morbid mental illness is warranted.
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Affiliation(s)
- Kristelle Craven
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, UK
| | - Blanca De Dios Pérez
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, UK
| | - Jain Holmes
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, UK
| | | | - Kathryn A Radford
- Centre for Rehabilitation & Ageing Research (CRAR), University of Nottingham, Nottingham, UK
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Understanding the Process and Challenges for Return-to-Work Post-Hematopoietic Cell Transplantation from a Musculoskeletal Perspective: A Narrative Review. Occup Ther Int 2021; 2021:5568513. [PMID: 34316293 PMCID: PMC8277503 DOI: 10.1155/2021/5568513] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/26/2021] [Revised: 05/02/2021] [Accepted: 06/18/2021] [Indexed: 12/20/2022] Open
Abstract
The current paper seeks to inform healthcare professionals on how adapting various components of return to work (RTW) programs that are already in use by other musculoskeletal rehabilitation settings can help optimize return to work process for patients with or without musculoskeletal manifestations, posthematopoietic cell transplantation. Since there is no universally agreed RTW structure for hematopoietic cell transplant patients, a narrative approach has been taken utilizing evidence from the existing musculoskeletal return to work assessment publications to help draw parallel for the hematopoietic cell transplant patients. Databases were searched including PUBMED, CINHAL, AMED, SCOPUS, and Cochrane using keywords RTW, functional restoration program, hematopoietic cell transplant, bone marrow transplant, stem cell transplant, and musculoskeletal functional assessment. The authors have managed to outline and propose a structured RTW assessment and monitoring program which can aid in getting patients back to employment by utilizing the functional capacity and job evaluation to help hematopoietic cell transplantation patients reintegrate socially. Patients undergoing hematopoietic cell transplant require additional support and a robust assessment system to allow safe RTW. The proposed model of RTW assessment can prove to be beneficial in helping patients return to work safely. Clinical Significance. To acknowledge the individuality in functional limitation is important in determining not only the rehab needs but also the RTW capabilities. The proposed RTW plan not only promotes an individualized approach to patients but also provides a structure for return to work assessments for hematopoietic cell transplantation patients, thus, eliminating the need for guess work by healthcare professionals. In line with the International Classification of Functioning, Disability, and Health (ICF) recommendations, a RTW assessment combined with a job evaluation helps healthcare professionals and stakeholders to understand the unique challenges and strengths of a patient and thereby design an individualized therapy approach.
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Standal MI, Foldal VS, Hagen R, Aasdahl L, Johnsen R, Fors EA, Solbjør M. Health, Work, and Family Strain - Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence. Front Psychol 2021; 12:596073. [PMID: 33868075 PMCID: PMC8043853 DOI: 10.3389/fpsyg.2021.596073] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2020] [Accepted: 03/10/2021] [Indexed: 01/12/2023] Open
Abstract
Background Knowledge about the psychosocial experiences of sick-listed workers in the first months of sick leave is sparse even though early interventions are recommended. The aim of this study was to explore psychosocial experiences of being on sick leave and thoughts about returning to work after 8–12 weeks of sickness absence. Methods Sixteen individuals at 9–13 weeks of sick leave participated in semi-structured individual interviews. Data was analyzed through Giorgi’s descriptive phenomenological method. Results Three themes emerged: (1) energy depleted, (2) losing normal life, (3) searching for a solution. A combination of health, work, and family challenges contributed to being drained of energy, which affected both work- and non-work roles. Being on sick leave led to a loss of social arenas and their identity as a contributing member of society. Participants required assistance to find solutions toward returning to work. Conclusion Even in this early stage of long-term sick leave, sick listed workers faced complex challenges in multiple domains. Continuing sick leave was experienced as necessary but may challenge personal identity and social life. Those not finding solutions may benefit from additional early follow-up that examine work-related, social and personal factors that influence return to work.
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Affiliation(s)
- Martin I Standal
- Department of Psychology, Faculty of Social and Educational Sciences, Norwegian University of Science and Technology, Trondheim, Norway
| | - Vegard S Foldal
- Department of Public Health and Nursing, Faculty of Medicine and Health Sciences, Norwegian University of Science and Technology, Trondheim, Norway
| | - Roger Hagen
- Department of Psychology, Faculty of Social and Educational Sciences, Norwegian University of Science and Technology, Trondheim, Norway.,Department of Psychology, Faculty of Social Sciences, University of Oslo, Oslo, Norway.,Research Institute, Modum Bad, Vikersund, Norway
| | - Lene Aasdahl
- Department of Public Health and Nursing, Faculty of Medicine and Health Sciences, Norwegian University of Science and Technology, Trondheim, Norway.,Unicare Helsefort Rehabilitation Centre, Rissa, Norway
| | - Roar Johnsen
- Department of Public Health and Nursing, Faculty of Medicine and Health Sciences, Norwegian University of Science and Technology, Trondheim, Norway
| | - Egil A Fors
- Department of Public Health and Nursing, Faculty of Medicine and Health Sciences, Norwegian University of Science and Technology, Trondheim, Norway
| | - Marit Solbjør
- General Practice Research Unit, Department of Public Health and Nursing, Faculty of Medicine and Health Sciences, Norwegian University of Science and Technology, Trondheim, Norway
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5
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Lamble M, Seto V, Ye Z, Couture C, de Oliveira A, Calva V, Couture MA, Poulin C, LaSalle L, Nedelec B. Perceived Value of a Knowledge Translation Intervention Designed to Facilitate Burn Survivors' Work Reintegration. J Burn Care Res 2020; 40:846-856. [PMID: 31231755 DOI: 10.1093/jbcr/irz100] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Returning to work can be challenging for burn survivors. Approximately 28% never return to any form of employment, resulting in lower health-related quality of life. Open communication has been identified as a facilitator for return to work (RTW). To ease the RTW process and promote communication with coworkers and employers a knowledge translation (KT) intervention was developed for burn survivors. Following its implementation, the impact on the RTW process was evaluated. This study was a cross-sectional, mixed methods study where burn survivors included in the KT intervention were compared with a control group. Control group participants were selectively invited so that the two groups' mean age, sex, and percent total body surface area burned were similar. Semistructured interviews gathered information about their RTW process and outcomes. Qualitative data were analyzed through thematic analysis and quantitative data were summarized and compared using Mann-Whitney tests. Overall, both groups were satisfied with their RTW process. Participants from the control group identified more barriers related to support received, particularly at work, and reported more psychological symptoms such as posttraumatic stress disorder, self-consciousness, and discomfort with questions. Many participants from the KT group indicated the KT intervention gave them tools and information to provide others with a better understanding of their lived experience. It is possible that the KT intervention facilitated more open communication by empowering burn survivors to explain their situation on their own, thus reducing the prevalence of social and psychological barriers by allowing them to self-advocate for more support.
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Affiliation(s)
- Melissa Lamble
- School of Physical and Occupational Therapy, McGill University, Montréal, Canada
| | - Vanessa Seto
- School of Physical and Occupational Therapy, McGill University, Montréal, Canada
| | - Zi Ye
- School of Physical and Occupational Therapy, McGill University, Montréal, Canada
| | - Charlotte Couture
- School of Physical and Occupational Therapy, McGill University, Montréal, Canada
| | - Ana de Oliveira
- Centre de recherché, Center hospitalier de l'Université de Montréal (CRCHUM), Canada
| | - Valerie Calva
- Hôpital de réadaptation Villa Medica, Montréal, Québec, Canada
| | | | - Chantal Poulin
- Hôpital de réadaptation Villa Medica, Montréal, Québec, Canada
| | - Léo LaSalle
- Hôpital de réadaptation Villa Medica, Montréal, Québec, Canada
| | - Bernadette Nedelec
- School of Physical and Occupational Therapy, McGill University, Montréal, Canada.,Centre de recherché, Center hospitalier de l'Université de Montréal (CRCHUM), Canada.,Hôpital de réadaptation Villa Medica, Montréal, Québec, Canada
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6
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Concerns About Claiming, Postclaim Support, and Return to Work Planning: The Workplace's Impact on Return to Work. J Occup Environ Med 2020; 61:e139-e145. [PMID: 30688764 DOI: 10.1097/jom.0000000000001549] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE The aim of this study was to determine how injured Australian workers perceived employer emotional (eg, empathy) and instrumental [eg, return-to-work (RTW) planning] support during the RTW process and examine associations between support and RTW. METHODS Using data from the 2014 National Return to Work Survey of injured workers with a workers' compensation claim, multinomial regression models examined relationships between support and RTW. RESULTS Receiving support and developing RTW plans were significantly associated with a greater likelihood of RTW. When controlled for one another in a single model, postclaim support had the strongest association with RTW, with RTW planning also significantly and positively associated with RTW. CONCLUSION Provision of both emotional and instrumental support are important employer-led work disability management interventions. Research is required to develop strategies for increasing employer support to lead to improved RTW outcomes for injured workers.
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Zambrano SC, Kollár A, Bernhard J. Experiences of return to work after treatment for extremital soft tissue or bone sarcoma: Between distraction and leaving the disease behind. Psychooncology 2020; 29:781-787. [DOI: 10.1002/pon.5349] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2019] [Revised: 01/20/2020] [Accepted: 01/26/2020] [Indexed: 11/11/2022]
Affiliation(s)
- Sofia C. Zambrano
- University Centre for Palliative Care, InselspitalBern University Hospital Bern Switzerland
| | - Attila Kollár
- Department of Medical Oncology, InselspitalBern University Hospital Bern Switzerland
| | - Jürg Bernhard
- Department of Medical Oncology, InselspitalBern University Hospital Bern Switzerland
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8
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Etuknwa A, Daniels K, Eib C. Sustainable Return to Work: A Systematic Review Focusing on Personal and Social Factors. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:679-700. [PMID: 30767151 PMCID: PMC6838034 DOI: 10.1007/s10926-019-09832-7] [Citation(s) in RCA: 88] [Impact Index Per Article: 17.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/15/2023]
Abstract
Purpose A systematic review was conducted to evaluate the impact of important personal and social factors on sustainable return to work (RTW) after ill-health due musculoskeletal disorders (MSDs) and common mental disorders (CMDs) and to compare the effects of these personal and social factors across both conditions. Sustainable RTW is defined as a stable full-time or part-time RTW to either original or modified job for a period of at least 3 months without relapse or sickness absence re-occurrence. Methods A literature search was conducted in 13 databases and 79 studies were selected for the review, of which the methodological design was graded as very high, high and low quality. Results The most consistent evidence for achieving sustainable RTW for both MSDs and CMDs was from support from line managers or supervisors and co-workers, positive attitude, self-efficacy, young age and higher education levels. Job crafting, economic status, length of absence and job contract/security showed promising results, but too few studies exist to draw definite conclusions. Results regarding gender were inconsistent. Conclusions This review demonstrates that a variety of personal and social factors have positive and negative influences on sustainable RTW. We suggest that the social environment and how it interrelates with personal factors like attitudes and self-efficacy should be studied in more detail in the future as the inter-relationship between these factors appears to impact positively on sustainable RTW outcomes. Areas for future research include more high-quality studies on job crafting, economic status/income, length of absence, job contract/security and gender.
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Affiliation(s)
- Abasiama Etuknwa
- Norwich Business School, University of East Anglia, Norwich Research Park, Norwich, NR47TJ UK
| | - Kevin Daniels
- Norwich Business School, University of East Anglia, Norwich Research Park, Norwich, NR47TJ UK
| | - Constanze Eib
- Department of Psychology, Uppsala Universitet, Von Kraemers allé 1A och 1C 752 37, Box 1225, 751 42 Uppsala, Sweden
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9
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Petersen KS, Momsen AH, Stapelfeldt CM, Nielsen CV. Reintegrating Employees Undergoing Cancer Treatment into the Workplace: A Qualitative Study of Employer and Co-worker Perspectives. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:764-772. [PMID: 31056724 DOI: 10.1007/s10926-019-09838-1] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/21/2023]
Abstract
Purpose The purpose of this study was to explore how employers and co-workers experience the return to work (RTW) process of employees undergoing cancer treatment. Methods Sixteen semi-structured individual interviews and participant observations at seven workplaces took place, involving seven employers and nine co-workers with different professions. A phenomenological-hermeneutic analytic approach was applied involving coding, identification of themes, and interpretation. Results We identified three employer themes: call for knowledge, Making decisions, and Feeling helpless. Also, three co-worker themes were identified: understanding and sympathy, extra work and burden, and Insecurity about future work tasks. Early initiated RTW, e.g. less work hours and work accommodations, did neither constitute challenges for employers nor co-workers in the beginning of the RTW process. However, when the RTW process was prolonged employers encountered difficulties in finding suitable work tasks, whereas co-workers were burdened by extra work. Conclusions Overall, cancer survivors' RTW process was welcomed and encouraged at the workplace level. However, employer and co-worker experiences suggested that RTW initiation parallel with cancer treatment raised challenges at the workplace level, when the RTW process was extended beyond the initial RTW plan; increased workload and difficulties in balancing the needs of the cancer survivor and co-workers. Mechanisms that support cancer survivors' RTW without introducing strain on co-workers should be investigated in future research. Furthermore, support for employers in their RTW management responsibilities needs to be addressed in general and in particular in future RTW interventions.
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Affiliation(s)
| | - A H Momsen
- Section of Social Medicine and Rehabilitation, Aarhus University and DEFACTUM, Central Region Denmark, P.P. Oerums Gade 9-11, Building 1B, 8000, Aarhus C, Denmark
| | - C M Stapelfeldt
- Section of Social Medicine and Rehabilitation, Aarhus University and DEFACTUM, Central Region Denmark, P.P. Oerums Gade 9-11, Building 1B, 8000, Aarhus C, Denmark
| | - C V Nielsen
- Section of Social Medicine and Rehabilitation, Aarhus University and DEFACTUM, Central Region Denmark, P.P. Oerums Gade 9-11, Building 1B, 8000, Aarhus C, Denmark
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Bastien MF, Corbière M. Return-to-Work Following Depression: What Work Accommodations Do Employers and Human Resources Directors Put in Place? JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:423-432. [PMID: 30039312 DOI: 10.1007/s10926-018-9801-y] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/28/2023]
Abstract
The magnitude of economic and social costs related to common mental disorders has a profound impact on the workplace. Returning to work following depression is, therefore, a major issue for all stakeholders involved (employee, employer, human resources director, union, physician, etc.). Considering their role in the organization, Human Resources Directors (HRD) and employers have a decisive impact on the return-to-work (RTW) process. Purpose This study aims to determine which RTW accommodations are implemented, following depression, by one of the central stakeholders: HRD and employers. Methods 219 HRD/employers participated in a semi-structured telephone interview about RTW of employees after depression. From that interview, the question related to this article was: Do you put in place work accommodations for employees after a sick leave due to depression (yes or no)? If their response was positive, we asked: If yes, what were the work accommodations? Results 170 HRD/employers specified accommodations. The most common categories identified were related to: work schedule, task modifications, job change and work environment change. Accommodations directly related to the employee or the colleagues were considerably less mentioned and those concerning other RTW stakeholders, including supervisor, were almost absent. Conclusion Our results suggest that accommodations directly related to work aspects seemed to predominate in our sample of HRD/employers when an employee returned-to-work following depression. The relational aspect and the involvement of the different stakeholders are also not prioritized to accommodate the RTW. These results contrast with employer best practice guidelines for the RTW of workers with common mental disorders.
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Affiliation(s)
- Marie-France Bastien
- Psychology Department, Université du Québec à Montréal, C.P. 8888 succursale Centre-ville, Montreal, QC, H3C 3P8, Canada
| | - Marc Corbière
- Education - Career Counselling Department, Université du Québec à Montréal, C.P. 8888 succursale Centre-ville, Montreal, QC, H3C 3P8, Canada.
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11
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Fassier JB, Sarnin P, Rouat S, Péron J, Kok G, Letrilliart L, Lamort-Bouché M. Interventions Developed with the Intervention Mapping Protocol in Work Disability Prevention: A Systematic Review of the Literature. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:11-24. [PMID: 29948471 DOI: 10.1007/s10926-018-9776-8] [Citation(s) in RCA: 20] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
Purposes Intervention mapping (IM) is a protocol for developing effective behavior change interventions. It has been used for 10 years to develop work disability prevention (WDP) interventions, but it is not known to what extent and with what success. The main objective of this study was to review the effectiveness of these interventions. Secondary objectives were to review their fidelity to the IM protocol, their theoretical frameworks and their content. Methods A search strategy was conducted in MEDLINE, Web of Science, PsycINFO, Pascal, Francis, and BDSP. All titles and abstracts were reviewed. A standardized extraction form was developed. All included studies were reviewed by two reviewers blinded to each other. Results Eight WDP interventions were identified aimed at return to work (RTW; n = 6) and self-management at work (n = 2). RTW interventions targeted workers with stress-related mental disorders (n = 1), low back pain (n = 1), musculoskeletal disorders (n = 1), cancer (n = 2) and gynecological surgery (n = 1). The fidelity to the IM protocol was weaker for the participatory planning group. Matrices of change, change methods, and applications were systematically reported. The main theoretical frameworks used were the attitude-social influence-self efficacy model (n = 4) and the theory of planned behavior (n = 2). Half of the interventions included a workplace component (n = 4). Two interventions were reported as effective, and one partially effective. Conclusion The IM protocol is used in WDP since 2007. The participative dimension appears underused. Few theoretical frameworks were used. Implications are to better consider the stakeholders involvement, and mobilize theoretical frameworks with greater attempts to intervene on the work environment.
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Affiliation(s)
- J B Fassier
- Univ Lyon, Université Claude Bernard Lyon 1, Unité mixte de recherche Epidémiologique et de Surveillance Transport Travail Environnement, UMRESTTE UMR T 9405, 8 Avenue Rockefeller, 69008, Lyon, France.
- Hospices civils de Lyon, service de médecine et santé au travail, Lyon, France.
| | - P Sarnin
- Univ Lyon, Université Lumière Lyon 2, GREPS - EA 4163 (Groupe de recherche en psychologie sociale), Lyon, France
| | - S Rouat
- Univ Lyon, Université Lumière Lyon 2, GREPS - EA 4163 (Groupe de recherche en psychologie sociale), Lyon, France
| | - J Péron
- Univ Lyon, Université Claude Bernard Lyon 1, Laboratoire de Biométrie et Biologie Evolutive LBBE - UMR 5558, Lyon, France
- Service d'oncologie médicale. Institut de Cancérologie des Hospices Civils de Lyon (IC-HCL), Pierre-Bénite, France
| | - G Kok
- Department of Work and Social Psychology, Maastricht University, Maastricht, The Netherlands
| | - L Letrilliart
- Univ Lyon, Université Claude Bernard Lyon 1, Health Services and Performance Research, HESPER Université Lyon 2, Lyon, France
- Univ Lyon, Université Claude Bernard Lyon 1, Collège Universitaire de médecine générale, 8 Avenue Rockefeller, 69008, Lyon, France
| | - M Lamort-Bouché
- Univ Lyon, Université Claude Bernard Lyon 1, Unité mixte de recherche Epidémiologique et de Surveillance Transport Travail Environnement, UMRESTTE UMR T 9405, 8 Avenue Rockefeller, 69008, Lyon, France
- Univ Lyon, Université Claude Bernard Lyon 1, Collège Universitaire de médecine générale, 8 Avenue Rockefeller, 69008, Lyon, France
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12
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Bloom J, McLennan V, Dorsett P. Occupational bonding after spinal cord injury: A review and narrative synthesis. JOURNAL OF VOCATIONAL REHABILITATION 2019. [DOI: 10.3233/jvr-180992] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Affiliation(s)
- Julia Bloom
- School of Human Services and Social Work, Griffith University, Meadowbrook, QLD, Australia
- The Hopkins Centre: Research for Rehabilitation and Resilience, Menzies Health Institute Queensland, QLD, Australia
| | - Vanette McLennan
- School of Allied Health Sciences, Griffith University, Gold Coast, QLD, Australia
- The Hopkins Centre: Research for Rehabilitation and Resilience, Menzies Health Institute Queensland, QLD, Australia
| | - Pat Dorsett
- School of Human Services and Social Work, Griffith University, Meadowbrook, QLD, Australia
- The Hopkins Centre: Research for Rehabilitation and Resilience, Menzies Health Institute Queensland, QLD, Australia
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13
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Armaou M, Schumacher L, Grunfeld EA. Cancer Survivors' Social Context in the Return to Work Process: Narrative Accounts of Social Support and Social Comparison Information. JOURNAL OF OCCUPATIONAL REHABILITATION 2018; 28:504-512. [PMID: 28980114 DOI: 10.1007/s10926-017-9735-9] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
Purpose Returning to work is a process that is intertwined with the social aspects of one's life, which can influence the way in which that person manages their return to work and also determines the support available to them. This study aimed to explore cancer patients' perceptions of the role of their social context in relation to returning to work following treatment. Methods Twenty-three patients who had received a diagnosis of either urological, breast, gynaecological, or bowel cancer participated in semi-structured interviews examining general perceptions of cancer, work values and perceptions of the potential impact of their cancer diagnosis and treatment on work. Interviews were analysed using the iterative process of Framework Analysis. Results Two superordinate themes emerged as influential in the return to work process: Social support as a facilitator of return to work (e.g. co-workers' support and support outside of the workplace) and Social comparison as an appraisal of readiness to return to work (e.g. comparisons with other cancer patients, colleagues, and employees in other organisations or professions). Conclusions Two functions of the social context of returning to work after cancer were apparent in the participants' narrative: the importance of social support as a facilitator of returning to work and the utilisation of social comparison information in order to appraise one's readiness to return to work. The role of social context in returning to work has largely been absent from the research literature to date. The findings of this study suggest that social support and social comparison mechanisms may have a significant impact on an individual's successful return to the workplace.
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Affiliation(s)
- M Armaou
- Faculty of Health and Life Sciences, Coventry University, Coventry, UK.
| | - L Schumacher
- Faculty of Health and Life Sciences, Coventry University, Coventry, UK
| | - E A Grunfeld
- Department of Psychological Sciences, Birkbeck, University of London, Malet Street, London, WC1E 7HX, UK
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14
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Schneider JC, Shie VL, Espinoza LF, Shapiro GD, Lee A, Acton A, Marino M, Jette A, Kazis LE, Ryan CM. Impact of Work-Related Burn Injury on Social Reintegration Outcomes: A Life Impact Burn Recovery Evaluation (LIBRE) Study. Arch Phys Med Rehabil 2017; 101:S86-S91. [PMID: 29183751 DOI: 10.1016/j.apmr.2017.10.022] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/16/2017] [Revised: 09/19/2017] [Accepted: 10/22/2017] [Indexed: 10/18/2022]
Abstract
OBJECTIVE To examine differences in long-term social reintegration outcomes for burn survivors with and without work-related injuries. DESIGN Cross-sectional survey. SETTING Community-dwelling burn survivors. PARTICIPANTS Burn survivors (N=601) aged ≥18 years with injuries to ≥5% total body surface area or burns to critical areas (hands, feet, face, or genitals). INTERVENTIONS Not applicable. MAIN OUTCOME MEASURES The Life Impact Burn Recovery Evaluation Profile was used to examine the following previously validated 6 scale scores of social participation: Family and Friends, Social Interactions, Social Activities, Work and Employment, Romantic Relationships, and Sexual Relationships. RESULTS Older participants, those who were married, and men were more likely to be burned at work (P<.01). Burn survivors who were injured at work scored significantly lower on the Work and Employment scale score after adjusting for demographic and clinical characteristics (P=.01). All other domain scale scores demonstrated no significant differences between groups. Individuals with work-related injuries scored significantly worse on 6 of the 19 items within the Work and Employment scale (P<.05). These individuals were more likely to report that they were afraid to go to work and felt limited in their ability to perform at work. CONCLUSIONS Burn survivors with work-related injuries report worse work reintegration outcomes than those without work-related injuries. Identification of those at higher risk for work reintegration challenges after burn injury may enable survivors, providers, employers, and insurers to better use appropriate resources to promote and target optimal employment outcomes.
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Affiliation(s)
| | - Vivian L Shie
- Spaulding Rehabilitation Hospital, Harvard Medical School, Boston, MA; Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, MA
| | - Leda F Espinoza
- Spaulding Rehabilitation Hospital, Harvard Medical School, Boston, MA
| | - Gabriel D Shapiro
- Department of Epidemiology, Biostatistics and Occupational Health, McGill University, Montreal, Quebec, Canada
| | - Austin Lee
- Department of Mathematical Sciences, Bentley University, Waltham, MA
| | - Amy Acton
- Phoenix Society for Burn Survivors, Grand Rapids, MI
| | - Molly Marino
- Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, MA
| | - Alan Jette
- Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, MA
| | - Lewis E Kazis
- Department of Health Law, Policy and Management, Boston University School of Public Health, Boston, MA
| | - Colleen M Ryan
- Massachusetts General Hospital, Shriners Hospitals for Children-Boston, Harvard Medical School, Boston, MA
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Corbière M, Lecomte T, Lachance JP, Coutu MF, Negrini A, Laberon S. Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines. SANTE MENTALE AU QUEBEC 2017. [DOI: 10.7202/1041922ar] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
La dépression majeure est l’une des premières causes d’incapacité au travail dans le monde et a de nombreuses conséquences tant sur l’employé concerné qu’auprès des acteurs du milieu de travail.ObjectifNous visons à documenter, selon la perspective des employeurs et des cadres des ressources humaines, les stratégies que ces acteurs préconisent dans leur organisation pour faciliter le retour au travail (RaT) d’employés en absence maladie due à une dépression.MéthodeDeux cent dix-neuf employeurs et cadres de ressources humaines (n = 219) ont accepté de répondre à une entrevue semi-structurée téléphonique. La question abordée dans cet article était : « Selon vous, quelles sont les stratégies les plus efficaces pour aider un employé ayant reçu un diagnostic de dépression à retourner au travail ? » La codification duverbatima été effectuée à partir d’études empiriques et de théories existantes.RésultatsTrente-quatre (34) stratégies réparties sur six grands principes ont émergé : 1) Contact avec l’employé en absence maladie (10 stratégies) ; 2) Évaluation et planification du RaT sans précipitation (6) ; 3) Formation des gestionnaires et du collectif de travail à la problématique de la santé mentale au travail (4) ; 4) Concertation des acteurs clés du RaT (4) ; 5) RaT progressif avec aménagements (4) ; 6) Suivi de la santé de l’employé et de son travail (6).ConclusionCes principes articulés autour de 34 stratégies du RaT vont au-delà d’un processus étapiste de nature chronologique. Articulés dans un programme de RaT, ils devront être testés afin d’évaluer leurs retombées dans les organisations, notamment sur la gestion de l’incapacité au travail.
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Affiliation(s)
- Marc Corbière
- Professeur titulaire du Département d’éducation et pédagogie – Counseling de carrière, Université du Québec à Montréal – Chercheur au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM) – Titulaire de la Chaire de recherche en santé mentale et travail, Fondation de l’IUSMM
| | - Tania Lecomte
- Professeur titulaire du Département de psychologie, Université de Montréal – Chercheuse au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM)
| | - Jean-Philippe Lachance
- Étudiant au doctorat interdisciplinaire santé et société, Université du Québec à Montréal ; Coordonnateur de projets de recherche au Centre de recherche de l’Institut universitaire en santé mentale de Montréal (CR-IUSMM)
| | - Marie-France Coutu
- Professeure titulaire de l’École de réadaptation, campus de Longueuil, Université de Sherbrooke ; Chercheuse du CAPRIT intégré au centre de recherche – Hôpital Charles Le Moyne
| | - Alessia Negrini
- Chercheuse en santé psychologique au travail à l’Institut de recherche Robert-Sauvé en santé et en sécurité du travail (IRSST)
| | - Sonia Laberon
- Maître de conférences en psychologie du travail et des organisations, Faculté de psychologie, Laboratoire de psychologie EA4139, Université de Bordeaux, France
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Gouin MM, Coutu MF, Durand MJ. Return-to-work success despite conflicts: an exploration of decision-making during a work rehabilitation program. Disabil Rehabil 2017; 41:523-533. [DOI: 10.1080/09638288.2017.1400592] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Marie-Michelle Gouin
- Department of Management and Human Resource Management, Management school, Université de Sherbrooke, Longueuil, Canada
| | - Marie-France Coutu
- Centre for Work Disability Prevention and Rehabilitation (CAPRIT), Charles-Le Moyne Hospital Research Centre affiliated with Université de Sherbrooke, Longueuil, Canada
| | - Marie-José Durand
- Centre for Work Disability Prevention and Rehabilitation (CAPRIT), Charles-Le Moyne Hospital Research Centre affiliated with Université de Sherbrooke, Longueuil, Canada
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Rydström I, Dalheim Englund L, Dellve L, Ahlstrom L. Importance of social capital at the workplace for return to work among women with a history of long-term sick leave: a cohort study. BMC Nurs 2017; 16:38. [PMID: 28725159 PMCID: PMC5513137 DOI: 10.1186/s12912-017-0234-2] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2017] [Accepted: 06/29/2017] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The workplace is an essential source of social capital for many people; it provides mutual support and gives meaning to life. However, few prospective studies have thoroughly investigated the importance of aspects of social capital in the workplace. The aim of this study was to investigate the associations between aspects of social capital (social support, sense of community, and quality of leadership) at the workplace, and work ability, working degree, and vitality among women with a history of long-term sick leave from human service organizations. METHODS A longitudinal cohort study was performed among women with a history of long-term sick leave. The study started in 2005, and the women were followed up at 6 months, 1 year, and 6 years using self-reported questionnaires (baseline n = 283). Linear mixed models were used for longitudinal analysis of the repeated measurements of prospective degree of work ability, working degree, and vitality. Analyses were performed with different models; the explanatory variables for each model were social support, sense of community, and quality of leadership and time. RESULTS Social capital in terms of quality of leadership (being good at solving conflicts and giving high priority to job satisfaction), sense of community (co-operation between colleagues) and social support (help and support from immediate superiors and colleagues) increased the women's work ability score (WAS) as well as working degree over time. Additionally, social capital in terms of quality of leadership increased the women's vitality score over time. CONCLUSIONS A sustainable return-to-work process among individuals with a history of long-term sick leave, going in and out of work participation, could be supported with social support, good quality of leadership, and a sense of community at the workplace. The responsibility for the rehabilitation process can not be reduced to an individual problem, but ought to include all stakeholders involved in the process, such as managers, colleagues, health care services, and the social security agency.
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Affiliation(s)
- Ingela Rydström
- Faculty of Caring Science, Work Life and Social Welfare, University of Borås, 501 90 Borås, Sweden
| | - Lotta Dalheim Englund
- Faculty of Caring Science, Work Life and Social Welfare, University of Borås, 501 90 Borås, Sweden
| | - Lotta Dellve
- Faculty of Caring Science, Work Life and Social Welfare, University of Borås, 501 90 Borås, Sweden.,Department of Sociology and Work Science, University of Gothenburg, Gothenburg, Sweden
| | - Linda Ahlstrom
- Health and Care Sciences, the Sahlgrenska Academy, University of Gothenburg, Gothenburg, Sweden
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Skivington K, Lifshen M, Mustard C. Implementing a collaborative return-to-work program: Lessons from a qualitative study in a large Canadian healthcare organization. Work 2017; 55:613-624. [PMID: 27792035 PMCID: PMC5147494 DOI: 10.3233/wor-162437] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Comprehensive workplace return-to-work policies, applied with consistency, can reduce length of time out of work and the risk of long-term disability. This paper reports on the findings from a qualitative study exploring managers' and return-to-work-coordinators' views on the implementation of their organization's new return-to-work program. OBJECTIVES To provide practical guidance to organizations in designing and implementing return-to-work programs for their employees. METHODS Semi-structured qualitative interviews were undertaken with 20 managers and 10 return-to-work co-ordinators to describe participants' perspectives on the progress of program implementation in the first 18 months of adoption. The study was based in a large healthcare organization in Ontario, Canada. Thematic analysis of the data was conducted. RESULTS We identified tensions evident in the early implementation phase of the organization's return-to-work program. These tensions were attributed to uncertainties concerning roles and responsibilities and to circumstances where objectives or principles appeared to be in conflict. CONCLUSIONS The implementation of a comprehensive and collaborative return-to-work program is a complex challenge. The findings described in this paper may provide helpful guidance for organizations embarking on the development and implementation of a return-to-work program.
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Affiliation(s)
- Kathryn Skivington
- Institute for Work & Health, Toronto, ON, Canada.,MRC/CSO Social and Public Health Sciences Unit, University of Glasgow, Glasgow, Scotland, UK
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19
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Lancman S, Barros JO, Silva MD, Pereira AR, Jardim TA. Interrelationship Between Organizational and Relational Aspects and the Return-to-Work Process: A Case Study with Nursing Professionals at a Teaching Hospital in Brazil. JOURNAL OF OCCUPATIONAL REHABILITATION 2017; 27:49-58. [PMID: 26868643 DOI: 10.1007/s10926-016-9631-8] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/05/2023]
Abstract
Introduction The process of returning to work, especially for individuals with labor restrictions, impacts work teams and interferes with the labor reinsertion process. In this study, we aimed to understand the impact of these situations on a nursing team from both organizational and relational perspectives. Methods We conducted a qualitative research study at a university hospital in the municipality of São Paulo using three strategies: documentary analysis; semi-structured interviews with pairs of workers returning to a labor situation; and a focus group with nursing managers. Results Medical leaves of absence overburden the employees who remain working. Regarding the return to work, the participants reported both positive and negative aspects. One positive aspect reported was that those who return to work contribute to the division of labor, generating solidarity and cooperation. The negative aspects reported were related to the return of workers with labor restrictions who do not fully resume their activities, consequently generating conflicts within the work teams that interfere with the reintegration processes. The supervisors reported difficulties reorganizing work on a broad scale and assessing the workers' diagnoses and symptoms and the workers themselves in terms of the necessity of their leaves and the validity of their labor restrictions. Conclusion The organization of labor and social relationships among peers and supervisors is a significant contributor to the success or failure of the work reintegration process and therefore should be considered. We aimed to address this issue by highlighting the complexity of the return-to-work process among health workers.
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Affiliation(s)
- S Lancman
- Department of Physiotherapy, Communication Science & Disorders, Occupational Therapy, Faculty of Medicine, University of São Paulo, Rua Cipotanea 51, São Paulo, 05360-160, Brazil.
| | - J O Barros
- Department of Physiotherapy, Communication Science & Disorders, Occupational Therapy, Faculty of Medicine, University of São Paulo, Rua Cipotanea 51, São Paulo, 05360-160, Brazil
| | - M D Silva
- Department of Physiotherapy, Communication Science & Disorders, Occupational Therapy, Faculty of Medicine, University of São Paulo, Rua Cipotanea 51, São Paulo, 05360-160, Brazil
| | - A R Pereira
- Department of Physiotherapy, Communication Science & Disorders, Occupational Therapy, Faculty of Medicine, University of São Paulo, Rua Cipotanea 51, São Paulo, 05360-160, Brazil
| | - T A Jardim
- Department of Physiotherapy, Communication Science & Disorders, Occupational Therapy, Faculty of Medicine, University of São Paulo, Rua Cipotanea 51, São Paulo, 05360-160, Brazil
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20
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Shaw WS, Main CJ, Pransky G, Nicholas MK, Anema JR, Linton SJ. Employer Policies and Practices to Manage and Prevent Disability: Foreword to the Special Issue. JOURNAL OF OCCUPATIONAL REHABILITATION 2016; 26:394-398. [PMID: 27562584 PMCID: PMC5104772 DOI: 10.1007/s10926-016-9658-x] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/30/2023]
Abstract
Purpose Employer policies and practices have been shown to impact workplace disability, but research in this area has waned in recent years despite an aging workforce, a growing prevalence of chronic health conditions, and a larger proportion of working-age adults on permanent work disability in many jurisdictions. The purpose of this article is to describe the background rationale and methodology for an invited conference designed to improve research of employer strategies to curtail work disability. Methods A multidisciplinary team of 26 international researchers with published research in employer-based disability management or related fields were invited to attend a 3-day conference in Hopkinton, Massachusetts, USA. The overall goal was to review the status of current research of workplace disability management and prevention, examine its relevance for employer decision-making, compare conceptual frameworks or theoretical perspectives, and recommend future research directions. Working groups were organized and draft manuscripts were prepared in advance. Conference activities included working group presentations and critiques, discussions with a panel of industry consultants and advisors, group interaction and debate, generation of final recommendations, and manuscript revision. Results/Conclusion Six principal domains were established with respect to future research: (a) further elucidation of the key workplace factors that buffer the disabling effects of injury and illness; (b) more innovative and feasible options for workplace intervention; (c) measurement of workplace-relevant disability outcomes; (d) a stronger theoretical framework for understanding the factors behind employer uptake and implementation; (e) a focus on special clinical populations and occupations where disability risk is most troubling; and (f) better representation of workers and employers that reflect the diverse and changing nature of work. Final comments and recommendations of the working groups are presented in the following six articles in this special issue of the Journal of Occupational Rehabilitation. Conference attendees recommended changes in methodology, collaboration strategies, and theoretical perspectives to improve the practical and scientific impact of future research of employer practices.
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Affiliation(s)
- William S Shaw
- Liberty Mutual Research Institute for Safety, 71 Frankland Road, Hopkinton, MA, 01748, USA.
- University of Massachusetts Medical School, Worcester, MA, USA.
| | - Chris J Main
- Arthritis Research UK Primary Care Centre, Research Institute for Primary Care Sciences and Health Sciences, Keele University, Keele, Staffordshire, UK
| | - Glenn Pransky
- Liberty Mutual Research Institute for Safety, 71 Frankland Road, Hopkinton, MA, 01748, USA
- University of Massachusetts Medical School, Worcester, MA, USA
| | - Michael K Nicholas
- Pain Management Research Institute, University of Sydney at Royal North Shore Hospital, Sydney, Australia
| | - Johannes R Anema
- EMGO Institute for Health and Care Research, VU University Medical Center, Amsterdam, The Netherlands
| | - Steven J Linton
- CHAMP, School of Law, Psychology and Social Work, Örebro University, Örebro, Sweden
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Young AE, Viikari-Juntura E, Boot CRL, Chan C, Gimeno Ruiz de Porras D, Linton SJ. Workplace Outcomes in Work-Disability Prevention Research: A Review with Recommendations for Future Research. JOURNAL OF OCCUPATIONAL REHABILITATION 2016; 26:434-447. [PMID: 27787691 PMCID: PMC5104762 DOI: 10.1007/s10926-016-9675-9] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/01/2023]
Abstract
Introduction Outcome assessment is a central issue in work disability prevention research. The goal of this paper was to (1) ascertain the most salient workplace outcomes; (2) evaluate the congruence between business and science perspectives; (3) illustrate new perspectives on assessing longitudinal outcomes; and (4) provide recommendations for advancing outcome evaluation in this area of research. Methods The authors participated in a year-long collaboration that culminated in a sponsored 3-day conference, "Improving Research of Employer Practices to Prevent Disability", held October 14-16, 2015, in Hopkinton, MA, USA. The collaboration included a topical review of the literature, group conference calls to identify key areas and challenges, drafting of initial documents, review of industry publications, and a conference presentation that included feedback from peer researchers and a question/answer session with a special panel of knowledge experts with direct employer experience. Results Numerous workplace work-disability prevention outcome measures were identified. Analysis indicated that their applicability varied depending on the type of work disability the worker was experiencing. For those who were working, but with health-related work limitations (Type 1), predominant outcomes were measures of productivity, presenteeism, and work-related limitations. For those who were off work due to a health condition (Type 2), predominant outcomes were measures of time off work, supervisor/employee interactions, and return-to-work (RTW) preparation. For those who had returned to work (Type 3), predominant outcomes were measures of presenteeism, time until RTW, percentage of work resumption, employment characteristics, stigma, work engagement, co-worker interactions, and sustained or durable RTW. For those who had withdrawn from the labor force (Type 4), predominant outcomes were cost and vocational status. Discussion Currently available measures provide a good basis to use more consistent outcomes in disability prevention in the future. The research area would also benefit from more involvement of employers as stakeholders, and multilevel conceptualizations of disability outcomes.
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Affiliation(s)
- Amanda E Young
- Liberty Mutual Research Institute for Safety, 71 Frankland Road, Hopkinton, MA, 01748, USA.
| | | | - Cécile R L Boot
- EMGO Institute, VU University Medical Center, Amsterdam, The Netherlands
| | - Chetwyn Chan
- The Hong Kong Polytechnic Institute, Hong Kong, China
| | | | - Steven J Linton
- Center for Health and Medical Psychology, Örebro University, Örebro, Sweden
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Nguyen NT, Lorrain M, Pognon-Hanna JN, Elfassy C, Calva V, de Oliveira A, Nedelec B. Barriers and facilitators to work reintegration and burn survivors’ perspectives on educating work colleagues. Burns 2016; 42:1477-1486. [DOI: 10.1016/j.burns.2016.05.014] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/23/2015] [Revised: 04/26/2016] [Accepted: 05/18/2016] [Indexed: 12/01/2022]
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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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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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Dunstan DA, MacEachen E. Workplace managers’ view of the role of co-workers in return-to-work. Disabil Rehabil 2016; 38:2324-33. [DOI: 10.3109/09638288.2015.1129447] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
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Petersen KS, Labriola M, Nielsen CV, Larsen EL. Work reintegration after long-term sick leave: domains of influence on co-workers' ability to be supportive. Disabil Rehabil 2016; 38:1872-83. [PMID: 26728089 DOI: 10.3109/09638288.2015.1107772] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
PURPOSE The purpose of the study is to identify domains of influence on co-workers' ability to be supportive of returning worker during the work reintegration (WR) process. METHODS An ethnographic study design was chosen involving fieldwork at four different workplaces, at an emergency care service, a waste disposal company and at two nursing homes. Qualitative methods for inquiry were used including participant observation, individual- and group interviews of 30 participants. Data were coded and analysed according to a grounded theory approach. RESULTS Four themes were identified related to domains of influence on co-workers' ability to be supportive of returning worker during the WR process: (1) organisation of work and level of interaction; (2) disruption of work routines, (3) relationship with returning worker and (4) attitudes towards sick leave. CONCLUSION The WR process after long-term sick leave is not only influenced by the WR's arrangements made, but also by the co-workers' responses to the process. Work arrangements not only affect the returning worker's ability to return-to-work (RTW) successfully, but also the co-workers' ability to be supportive and their ability to take active part in the process. Implications for Rehabilitation The process of WR after long-term sick leave involves interaction with co-workers. Domains of influence is in the co-workers' perspective influencing their ability to be supportive during reintegration of a returning worker. Future WR management could benefit from integrating the conditions for co-worker support. We encourage co-workers to be involved in the RTW planning, monitoring and evaluation with particular focus on how the WR arrangements are influencing their work and their ability to be supportive.
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Affiliation(s)
- Kirsten Schultz Petersen
- a Public Health and Quality Improvement, Central Denmark Region, Rehabilitation Center Marselisborg , Aarhus C , Denmark ;,b Department of Public Health , Section of Social Medicine and Rehabilitation, Aarhus University , Aarhus , Denmark
| | - Merete Labriola
- a Public Health and Quality Improvement, Central Denmark Region, Rehabilitation Center Marselisborg , Aarhus C , Denmark ;,b Department of Public Health , Section of Social Medicine and Rehabilitation, Aarhus University , Aarhus , Denmark
| | - Claus Vinther Nielsen
- a Public Health and Quality Improvement, Central Denmark Region, Rehabilitation Center Marselisborg , Aarhus C , Denmark ;,b Department of Public Health , Section of Social Medicine and Rehabilitation, Aarhus University , Aarhus , Denmark
| | - Eva Ladekjær Larsen
- a Public Health and Quality Improvement, Central Denmark Region, Rehabilitation Center Marselisborg , Aarhus C , Denmark ;,c Unit for Health Promotion Research, Institute of Public Health, University of Southern Denmark , Esbjerg , Denmark
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Stochkendahl MJ, Myburgh C, Young AE, Hartvigsen J. Manager Experiences with the Return to Work Process in a Large, Publically Funded, Hospital Setting: Walking a Fine Line. JOURNAL OF OCCUPATIONAL REHABILITATION 2015; 25:752-762. [PMID: 25916307 DOI: 10.1007/s10926-015-9583-4] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/04/2023]
Abstract
PURPOSE Previous research on the role of managers in the return to work (RTW) process has primarily been conducted in contexts where the workplace has declared organizational responsibility for the process. While this is a common scenario, in some countries, including Denmark, there is no explicit legal obligation on the workplace to accommodate RTW. The aim of this study was to gain knowledge about the potential roles and contributions of managers in supporting returning employees in a context where they have no legal obligation to actively support RTW. METHODS Nineteen Danish hospital managers participated in a one-on-one interview or focus group discussions aimed at identifying barriers and facilitators for supporting employees in their RTW. Five individual interviews and two focus group discussions were conducted. Transcripts were analysed using thematic content analysis. RESULTS Four main themes were identified: (1) 'Coordinator and collaborator'; (2) 'Dilemmas of the RTW policy enforcer'; (3) 'The right to be sick and absent'; and (4) 'Keep the machinery running…'. Our findings indicated that supervisors' capacity to support returning workers was related to individual, communication, organizational, and policy factors. Instances were observed where supervisors faced the dilemma of balancing ethical and managerial principles with requirements of keeping staffing budgets. CONCLUSION Although it is not their legislative responsibility, Danish managers play a key role in the RTW process. As has been observed in other contexts, Danish supervisors struggle to balance considerations for the returning worker with those of their teams.
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Affiliation(s)
| | - Corrie Myburgh
- Institute of Sports Science and Clinical Biomechanics, University of Southern Denmark, Campusvej 55, 5230, Odense M, Denmark
| | - Amanda Ellen Young
- Center for Disability Research, Liberty Mutual Research Institute for Safety, 71 Frankland Road, Hopkinton, MA, 01748, USA
| | - Jan Hartvigsen
- Nordic Institute of Chiropractic and Clinical Biomechanics, Campusvej 55, 5230, Odense M, Denmark
- Institute of Sports Science and Clinical Biomechanics, University of Southern Denmark, Campusvej 55, 5230, Odense M, Denmark
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Oldfield M, MacEachen E, Kirsh B, MacNeill M. Impromptu everyday disclosure dances: how women with fibromyalgia respond to disclosure risks at work. Disabil Rehabil 2015; 38:1442-53. [PMID: 26613401 DOI: 10.3109/09638288.2015.1103794] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Abstract
PURPOSE Findings from a study examining how women with fibromyalgia remain employed are used to explicate a conceptualization that adds to literature on workplace disclosure of stigmatized illnesses and impairments: disclosure dances that employees improvise in response to workplace-relationships needs and disclosure risks. METHODS Critical-discourse-analysis (CDA) methodology framed the study. Data were collected through 26 semi-structured, individual interviews with participant triads or dyads comprising women with fibromyalgia, family members and supervisors or co-workers. Interviews with managers who supervised disabled employees other than the women supplemented these data. Following coding, data were compared within and across triads/dyads through code-dimension summaries, narrative summaries and relational diagrams. RESULTS Women with fibromyalgia and other stigmatized illnesses improvised everyday disclosures when they needed to explain fluctuating work ability, when others needed reminding about invisible impairments, and when workplace relationships changed. These impromptu disclosures comprised three dimensions: exposing oneself to scrutiny by disclosing both illness and impairments, divulging stigmatized illness, and revealing invisible impairments selectively. CONCLUSION Through impromptu disclosure dances, women tailored disclosure to changing immediate circumstances. While assumptions from psychological theories of risk underlie current conceptualizations of disclosure as planned in advance, this article examines disclosure through a different lens: social theories of everyday risk. Implications for rehabilitation For women with fibromyalgia, disclosing illness and impairments at work may entail risks to their jobs and workplace relationships. Rehabilitation professionals need to consider these risks when advising women with fibromyalgia about disclosing their illness and impairments at work. Professionals may first want to learn from clients about their workplace cultures and relationships, and their perceptions of disclosure risk. Professionals can then suggest a range of disclosure responses, depending on the relationship and risk.
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Affiliation(s)
- M Oldfield
- a Rehabilitation Sciences Institute , University of Toronto , Toronto , Ontario , Canada
| | - E MacEachen
- b School of Public Health and Health Systems , University of Waterloo , Waterloo , Ontario , Canada
| | - B Kirsh
- c Rehabilitation Sciences Institute , University of Toronto , Toronto , Ontario , Canada
| | - M MacNeill
- d Faculty of Kinesiology & Physical Education , University of Toronto , Toronto , Ontario , Canada
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Vinberg S, Romild U, Landstad BJ. Prevention and rehabilitation in Swedish public sector workplaces: Effects on co-workers' and leaders' health and psychosocial working conditions. Work 2015; 52:891-900. [PMID: 26409375 DOI: 10.3233/wor-152132] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Leaders and co-workers in Swedish public sector organizations are exposed to demanding psychosocial working conditions; more knowledge about workplace-based interventions in this sector of working life is needed. OBJECTIVE To compare co-workers' and leaders' self-ratings of health and psychosocial working conditions, and investigate how prevention and rehabilitation in Swedish public sector workplaces affects these ratings. METHOD The longitudinal panel data consisted of 311 individuals (20 leaders, 291 co-workers) at 19 workplaces. Based on questionnaire data, statistical analyses were performed using Mann-Whitney U-Test, pair-wise Spearman correlations, a mixed between-within subjects ANOVA and Friedman's test. RESULTS Results indicate differences in how the leaders and the co-workers judge their health and psychosocial working conditions. Leaders report work content that is more varied and interesting as well as more possibilities for personal development through work, yet they also report more tiredness, concern over managing their work situation and time pressure at work. Comparisons of mean values for used indicators show some improvements after one year, but also several non-significant or negative time trends two years after the interventions were initiated. CONCLUSION The study provides some support for experienced differences between co-workers' and leaders' health and psychosocial working conditions in public sector workplaces, indicating the importance of different workplace-oriented prevention and rehabilitation interventions for these two categories of employees.
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Affiliation(s)
- Stig Vinberg
- Department of Health Sciences, Mid Sweden University, Östersund, Sweden
| | - Ulla Romild
- Levanger Hospital, Nord-Trøndelag Hospital Trust, Levanger, Norway
| | - Bodil J Landstad
- Department of Health Sciences, Mid Sweden University, Östersund, Sweden.,Levanger Hospital, Nord-Trøndelag Hospital Trust, Levanger, Norway
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Mansfield E, Stergiou-Kita M, Cassidy JD, Bayley M, Mantis S, Kristman V, Kirsh B, Gomez M, Jeschke MG, Vartanian O, Moody J, Colantonio A. Return-to-work challenges following a work-related mild TBI: The injured worker perspective. Brain Inj 2015; 29:1362-9. [PMID: 26287754 DOI: 10.3109/02699052.2015.1053524] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
PRIMARY OBJECTIVE To explore how individuals with work-related mild traumatic brain injury (wrMTBI) experience return-to-work (RTW) processes when returning to the workplace where the injury occurred. DESIGN RTW experiences were explored using in-depth interviews and an inductive analytic approach. Qualitative analysis guided by the research question moved through phases of line-by-line and thematic coding through which categories and the interaction between categories emerged. PARTICIPANTS Twelve workers diagnosed with a wrMTBI reported on their RTW experiences following wrMTBIs that occurred 3-5 years prior to the time of the interview. MAIN OUTCOMES AND RESULTS Participants perceived employer and workers' compensation factors as profoundly influencing their RTW experiences. Participants consistently reported that employers and workers' compensation representatives had an inadequate understanding of wrMTBI sequelae. Six of 12 participants were re-injured following their wrMTBI, with three of these injuries occurring at work. CONCLUSION Employers, co-workers and workers' compensation representatives should be aware of wrMTBI sequelae so injured workers can receive appropriate supports and both stigmatization and re-injury can be mitigated. Greater attention to the structural and social elements of workplace and compensation environments could inform strategies to break down barriers to successful return-to-work following a wrMTBI.
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Affiliation(s)
| | - Mary Stergiou-Kita
- a University of Toronto , Toronto , ON , Canada .,b Toronto Rehabilitation Institute, University Health Network , Toronto , ON , Canada .,c Institute for Work & Health , Toronto , ON , Canada
| | | | - Mark Bayley
- a University of Toronto , Toronto , ON , Canada .,b Toronto Rehabilitation Institute, University Health Network , Toronto , ON , Canada
| | - Steve Mantis
- e Ontario Network of Injured Workers' Groups , Kaministiquia , ON , Canada
| | - Vicki Kristman
- a University of Toronto , Toronto , ON , Canada .,c Institute for Work & Health , Toronto , ON , Canada .,f Lakehead University , Thunder Bay , ON , Canada
| | | | | | - Mark G Jeschke
- a University of Toronto , Toronto , ON , Canada .,g Ross Tilley Burn Centre, Sunnybrook Health Sciences Centre , Toronto , ON , Canada .,h Sunnybrook Research Institute , Toronto , ON , Canada , and
| | | | - Joel Moody
- i Electrical Safety Authority , Mississauga , ON , Canada
| | - Angela Colantonio
- a University of Toronto , Toronto , ON , Canada .,b Toronto Rehabilitation Institute, University Health Network , Toronto , ON , Canada
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Seing I, MacEachen E, Ståhl C, Ekberg K. Early-return-to-work in the context of an intensification of working life and changing employment relationships. JOURNAL OF OCCUPATIONAL REHABILITATION 2015; 25:74-85. [PMID: 24920449 DOI: 10.1007/s10926-014-9526-5] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/26/2023]
Abstract
PURPOSE Many Western welfare states have introduced early-return-to-work policies, in which getting sick-listed people back to work before they have fully recovered is presented as a rather unproblematic approach. This reflects a belief in the ability of employers and the labour market to solve sickness absence. Against this background, the aim of this study was to analyse return-to-work practice in local workplace contexts, in relation to Swedish early-return-to-work policy. METHODS Semi-structured interviews were conducted with 18 matched pairs of workers and managers. The material, comprising a total of 36 interviews, was analysed using qualitative content analysis. RESULTS Three main themes were identified: (1) intensive workplaces and work conditions (2) employer support-a function of worker value and (3) work attachment and resistance to job transition. The results reflected the intensity of modern working life, which challenged return-to-work processes. Managers had different approaches to workers' return-to-work, depending on how they valued the worker. While managers used the discourse of 'new opportunities' and 'healthy change' to describe the transition process (e.g. relocation, unemployment and retirement), workers regularly experienced transitions as difficult and unjust. CONCLUSIONS In the context of early-return-to-work policy and the intensity of modern working life, a great deal of responsibility was placed on workers to be adaptable to workplace demands in order to be able to return and stay at work. Overall, this study illustrates an emerging social climate where sick-listed workers are positioned as active agents who must take responsibility for sick leave and return-to-work process.
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Affiliation(s)
- Ida Seing
- Department of Medical and Health Sciences, National Centre for Work and Rehabilitation, Linköping University, 581 83, Linköping, Sweden,
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Bertilsson M, Löve J, Ahlborg G, Hensing G. Health care professionals’ experience-based understanding of individuals’ capacity to work while depressed and anxious. Scand J Occup Ther 2015; 22:126-36. [DOI: 10.3109/11038128.2014.985607] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
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Ladekjær Larsen E, Labriola M, Vinther Nielsen C, Schultz Petersen K. Betwixt and between: workplace perspectives on work reintegration in the eldercare sector in Denmark. Disabil Rehabil 2014; 37:1839-48. [DOI: 10.3109/09638288.2014.982831] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
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Seing I, MacEachen E, Ekberg K, Ståhl C. Return to work or job transition? Employer dilemmas in taking social responsibility for return to work in local workplace practice. Disabil Rehabil 2014; 37:1760-9. [DOI: 10.3109/09638288.2014.978509] [Citation(s) in RCA: 34] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
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Knapstad M, Holmgren K, Hensing G, Øverland S. Previous sickness absence and current low perceived social support at work among employees in the general population: a historical cohort study. BMJ Open 2014; 4:e005963. [PMID: 25351599 PMCID: PMC4212179 DOI: 10.1136/bmjopen-2014-005963] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/24/2022] Open
Abstract
OBJECTIVE Although sickness absence often is a process over time, most studies have treated the phenomenon as a discrete event and focused more on its causes than its consequences. We aimed to examine whether various patterns of previous long-term sickness absence were associated with current low perceived social support at work. METHOD This is a historical cohort study based on data from a population-based survey among Swedish employees (n=2581). The survey data were linked to official registries yielding data on sickness absence 1-7 years prior to the survey. RESULTS The main finding was that previous sickness absence was associated with current low perceived social support at work. The highest odds for low social support were found among those who had a stable high level of sickness absence. The two indicators of perceived social support employed were somewhat differently associated with previous sickness absence: Recency of absence showed to be of importance for general support at the workplace and the relationship with colleagues and superiors. Experiencing that one's immediate superior rarely or never regards one's view was, on the other hand, mainly related to having had a high level of sickness absence, irrespective of recency. CONCLUSIONS Our results indicate that recency and extent of previous sickness absence are related to perceived social support at work. Future research on the relationship between social support and sickness absence should use repeated measurements and acknowledge the possible bidirectional relationship.
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Affiliation(s)
- Marit Knapstad
- Department of Health Promotion and Development, University of Bergen, Bergen, Norway
- Department of Public Mental Health, Norwegian Institute of Public Health, Bergen, Norway
| | - Kristina Holmgren
- Department of Public Health and Community Medicine, The Sahlgrenska Academy, Gothenburg University, Gothenburg, Sweden
| | - Gunnel Hensing
- Department of Public Health and Community Medicine, The Sahlgrenska Academy, Gothenburg University, Gothenburg, Sweden
| | - Simon Øverland
- Department of Public Mental Health, Norwegian Institute of Public Health, Bergen, Norway
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
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Mansfield E, Stergiou-Kita M, Kirsh B, Colantonio A. After the storm: the social relations of return to work following electrical injury. QUALITATIVE HEALTH RESEARCH 2014; 24:1183-1197. [PMID: 25097188 DOI: 10.1177/1049732314545887] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/03/2023]
Abstract
In this study, we explored the experiences of 13 individuals who had suffered an electrical injury at work and had subsequently returned to work. In this article, we report on the social, institutional, and relational elements that workers perceived to influence return to work experiences and the provision of workplace accommodations. These elements included (a) worker resources, (b) job characteristics, (c) workplace setting, (d) injury elements, (e) workers' compensation context, and (f) supports and advocacy provided. We conclude that the availability and provision of supportive accommodations are influenced by a multiplicity of interrelated factors including the legitimacy of resulting impairments following electrical injury, institutional structures (e.g., compensation and health care systems), the social relations of work, and broader labor market and economic contexts. Those workers who were vulnerable because of factors such as employment circumstances or labor market conditions were often poorly supported when returning to work following electrical injury.
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Dunstan DA, Maceachen E. A theoretical model of co-worker responses to work reintegration processes. JOURNAL OF OCCUPATIONAL REHABILITATION 2014; 24:189-98. [PMID: 23912179 DOI: 10.1007/s10926-013-9461-x] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/15/2023]
Abstract
PURPOSE Emerging research has shown that co-workers have a significant influence on the return-to-work outcomes of partially fit ill or injured employees. By drawing on theoretical findings from the human resource and wider behavioral sciences literatures, our goal was to formulate a theoretical model of the influences on and outcomes of co-worker responses within work reintegration. METHODS From a search of 15 data bases covering the social sciences, business and medicine, we identified articles containing models of the factors that influence co-workers' responses to disability accommodations; and, the nature and impact of co-workers' behaviors on employee outcomes. To meet our goal, we combined identified models to form a comprehensive model of the relevant factors and relationships. Internal consistency and externally validity were assessed. RESULTS The combined model illustrates four key findings: (1) co-workers' behaviors towards an accommodated employee are influenced by attributes of that employee, the illness or injury, the co-worker themselves, and the work environment; (2) the influences-behaviour relationship is mediated by perceptions of the fairness of the accommodation; (3) co-workers' behaviors affect all work reintegration outcomes; and (4) co-workers' behaviours can vary from support to antagonism and are moderated by type of support required, the social intensity of the job, and the level of antagonism. CONCLUSIONS Theoretical models from the wider literature are useful for understanding the impact of co-workers on the work reintegration process. To achieve optimal outcomes, co-workers need to perceive the arrangements as fair. Perceptions of fairness might be supported by co-workers' collaborative engagement in the planning, monitoring and review of work reintegration activities.
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Affiliation(s)
- Debra A Dunstan
- Discipline of Psychology, School of Behavioral, Cognitive and Social Sciences, University of New England, Armidale, NSW, 2351, Australia,
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The combination of work organizational climate and individual work commitment predicts return to work in women but not in men. J Occup Environ Med 2013; 55:121-7. [PMID: 23364210 DOI: 10.1097/jom.0b013e3182820536] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To analyze if the combination of organizational climate and work commitment can predict return to work (RTW). METHODS This prospective Swedish study was based on 2285 participants, 19 to 64 years old, consecutively selected from the employed population, newly sick-listed for more than 14 days. Data were collected in 2008 through postal questionnaire and from register data. RESULTS Among women, the combination of good organizational climate and fair work commitment predicted an early RTW with an adjusted relative risk of 2.05 (1.32 to 3.18). Among men, none of the adjusted variables or combinations of variables was found significantly to predict RTW. CONCLUSIONS This study demonstrated the importance of integrative effects of organizational climate and individual work commitment on RTW among women. These factors did not predict RTW in men. More research is needed to understand the RTW process among men.
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Kosny A, Lifshen M, Pugliese D, Majesky G, Kramer D, Steenstra I, Soklaridis S, Carrasco C. Buddies in bad times? the role of co-workers after a work-related injury. JOURNAL OF OCCUPATIONAL REHABILITATION 2013; 23:438-49. [PMID: 23271499 DOI: 10.1007/s10926-012-9411-z] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/06/2023]
Abstract
INTRODUCTION Co-workers can play an important role after a work-related injury. They can provide details about the circumstances of an accident, offer emotional support to the injured worker and help with job tasks upon a co-worker's return to work (RTW). Working with an injured co-worker, however, can also strain work relationships and increase workload. The purpose of this study was to determine the role that co-workers play after a work-related injury and during the RTW process in the unionized, electrical construction sector. METHODS We conducted two focus groups with injured electricians and union representatives. We also interviewed co-workers who had worked with someone who had been injured in the course of employment. We examined the role that co-workers can play after a work-related injury and some of the factors facilitating and hindering co-worker support. RESULTS The structure of work in the electrical sector-a focus on cost-cutting and competition, job insecurity, perceptions of "different camps" among co-workers, little modified work and poor formal communication-can impede co-worker support and contribute to making injured workers' experiences difficult. Management can play an important role in setting an example for how injured workers are regarded and treated. CONCLUSIONS Future research should explore how workers can better be supported after a work-related injury and during the RTW process.
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Affiliation(s)
- Agnieszka Kosny
- Department of Epidemiology and Preventive Medicine, Monash University, Melbourne, VIC, Australia.
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Nilsson MI, Petersson LM, Wennman-Larsen A, Olsson M, Vaez M, Alexanderson K. Adjustment and social support at work early after breast cancer surgery and its associations with sickness absence. Psychooncology 2013; 22:2755-62. [PMID: 23824596 DOI: 10.1002/pon.3341] [Citation(s) in RCA: 33] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2012] [Revised: 05/23/2013] [Accepted: 05/27/2013] [Indexed: 11/09/2022]
Abstract
INTRODUCTION As half of the women with breast cancer are of working ages and usually survive, knowledge is needed on how to support them early regarding work-related problems caused by treatments. Most previous studies have focused on individual and disease-related factors, whereas few have focused on work-related factors such as work adjustment and social support. The aim of this study was to investigate received and perceived social support from supervisor and colleagues as well as work adjustments, and their associations with sickness absence, among women who recently had had breast cancer surgery. METHOD Inclusion criteria were as follows: women aged 20-63 years, living in Stockholm County, treated surgically for a first diagnosis of breast cancer, literate in Swedish, without pre-surgical chemotherapy or known distant metastases. Included in the study were 605 women who worked at diagnosis and that had answered a questionnaire within eight weeks of inclusion. Descriptive statistics, univariate, and multivariable logistic regression analyses were applied to estimate odds ratios (OR) with 95% confidence intervals (CI) for the likelihood of being sickness absent. RESULTS Most women perceived and received social support and work adjustment after breast cancer surgery. Low adjustment (OR = 2.14; 95% CI, 1.45-3.18) and less social support (OR = 1.80; 95% CI, 1.16-2.78) were significantly associated with being sickness absent. Adjusting for sociodemographics, strenuous work posture, and treatment did not attenuate these associations. CONCLUSION Adjustment at work and social support from employer are associated with sickness absence and needs to be explored in discussions on return to work after breast cancer surgery.
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Affiliation(s)
- Marie I Nilsson
- Division of Insurance Medicine, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
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Dunstan DA, MacEachen E. Bearing the brunt: co-workers' experiences of work reintegration processes. JOURNAL OF OCCUPATIONAL REHABILITATION 2013; 23:44-54. [PMID: 22815127 DOI: 10.1007/s10926-012-9380-2] [Citation(s) in RCA: 25] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/15/2023]
Abstract
PURPOSE Work disability research has found co-worker support to be a significant but under-recognised aspect of work reintegration (WR) processes. Although co-workers work alongside returning workers, their practical contribution to WR success or failure is often invisible to others. This study aimed to gain further insight into the role and contribution of co-workers in WR interventions. METHOD An exploratory qualitative pilot study was conducted in Toronto, Canada in 2011. Three focus groups were conducted with 13 co-workers, recruited for their direct experience of 'working alongside' a returning worker. An iterative data gathering and analysis process occurred. Themes were generated from categories in open-ended interview questions and new issues arising from the data. FINDINGS The findings detail co-workers' practical experiences of WR processes and their reflections on social and work conditions that impacted their participation. Co-workers' capacity to support returning workers was related to the quality of the WR arrangements, the relationship with the returning worker, work culture, and the duration of the required support. Workplace privacy and confidentiality requirements were identified as a key challenge for co-worker participation. The effects on co-workers of WR processes ranged from the opportunity to learn new skills to disillusionment and withdrawal from the workplace. In worst case scenarios, 'ripple effects' including emotional distress, physical injury and termination of co-workers' employment had occurred. CONCLUSION Co-workers are not a neutral party in WR procedures. Formalizing the co-worker role to include communication, consideration and recognition might improve co-workers' WR experiences.
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Affiliation(s)
- Debra A Dunstan
- Discipline of Psychology, School of Behavioural, Cognitive and Social Sciences, University of New England, Armidale, NSW, 2351, Australia.
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Bertilsson M, Petersson EL, Ostlund G, Waern M, Hensing G. Capacity to work while depressed and anxious--a phenomenological study. Disabil Rehabil 2013; 35:1705-11. [PMID: 23339720 DOI: 10.3109/09638288.2012.751135] [Citation(s) in RCA: 40] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
PURPOSE The aim was to explore experiences of capacity to work in persons working while depressed and anxious in order to identify the essence of the phenomenon capacity to work. METHOD Four focus groups were conducted with 17 participants employed within the regular job market. Illness experiences ranged from symptoms to clinical diagnoses. A phenomenological approach was employed. RESULTS The phenomenon of capacity to work was distinguished by nine constituents related to task, time, context and social interactions. The phenomenon encompassed a lost familiarity with one's ordinary work performance, the use of a working facade and adoption of new time-consuming work practices. Feelings of exposure in interpersonal encounters, disruption of work place order, lost "refueling" and a trade-off of between work capacity and leisure-time activities was also identified. The reduced capacity was pointed out as invisible, this invisibility was considered troublesome. CONCLUSIONS A complex and comprehensive concept emerged, not earlier described in work capacity studies. Rehabilitation processes would benefit from deeper knowledge of the individual's capacity to work in order to make efficient adjustments at work. Results can have particular relevance both in clinical and occupational health practice, as well as in the workplaces, in supporting re-entering workers after sickness absence. Implications for Rehabilitation The reduced capacity to work due to depression and anxiety is not always understandable or observable for others, therefore, the rehabilitation process would benefit from increased knowledge and understanding of the difficulties afflicted individuals experience at work. Identifying tasks that contribute to "refueling" at work might enhance the success of the rehabilitation. Rehabilitation programs could be tailored to better address the inabilities that impact on the capacity to work when depressed and anxious.
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Affiliation(s)
- Monica Bertilsson
- Institute of Medicine/Social Medicine, The Sahlgrenska Academy at University of Gothenburg, University of Gothenburg , Gothenburg , Sweden
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