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The present article follows an in-depth analysis of several relevant articles and major findings concerning the return to work of cancer patients, in various situations, from a manager and patient point of view, putting into discussion the effects and consequences of different factors that may influence the well-being of the patient at work and impact the organizational life. The concepts of returning to work and integration are scarcely analysed throughout the scholarly literature in the case of employees diagnosed with cancer, due to several reasons presented in the paper: from the complex topic of investigation that many studies fail to approach in terms of confidentiality, technical, ethical and moral grounds to the specific and difficult apparatus for research in the case of an even more complex, multiple instances and personalized manifestation long-term illness. In conclusion, the general framework solicits for a more integrated model of research and future multi-facet schemes for interventions, considering that there is a general consensus focusing on the need for connecting the health services with the employee and employer level, alongside stakeholders’ active participation.

The present paper highlights, from a theoretical perspective, the main challenges which aim work performance, inside metaanalytical research studies in organizations, focusing, especially, on factors and organizational concepts, directly related to performance and their relations within. Results show that, in most cases, human resources oriented management resides in an increase of performance at work. In this manner, team effectiveness, group size and proactive behavior determine and influence the levels of work performance, from a positive perspective, whilst turnover is widely associated with a negative view.

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Given the fact that worldwide the aging population continues to reach new peaks, there is a pressing need to explore if the labor force frame can be extended for older employees reaching 65 and beyond. Mandatory age retirement dominated the previous Industrial Revolution. From this point onwards, the Fourth Industrial Revolution will question for sure if a potential context for facilitating longer careers is necessary on one hand or if postponing retirement is realistic on the other hand or not. The present article explores in some manner certain answers to these questions by taking into account the rise of flexible work arrangements and their daily impact and by also taking into account the changes visible today when it comes to work-related skills.