A Literature Review Describing the Role of Return-to-Work Coordinators in Trial Programs and Interventions Designed to Prevent Workplace Disability

Shaw, William S.; Hong, Quan Nha; Pransky, Glenn; Loisel, Patrick

doi:10.1007/s10926-007-9115-y

Cited by 178 publications

(186 citation statements)

References 59 publications

Supporting

Mentioning

175

Contrasting

Unclassified

Order By: Relevance

“…These agents certainly constitute one of the active ingredients of the Sherbrooke model (3). Their skills have been described in the literature (24) and are presently lacking in the French health system on a large scale.…”

Section: Implementation Strategies Adapted To Identified Barriersmentioning

confidence: 99%

Results of a feasibility study: barriers and facilitators in implementing the Sherbrooke model in France

Fassier¹,

Durand²,

Caillard³

et al. 2015

Scand J Work Environ Health

Self Cite

View full text Add to dashboard Cite

Work disability prevention interventions are complex innovations competing against usual care, workplace habits, and social insurance systems' complexity. The trial effectiveness of these interventions does not guarantee their implementation and sustainability. Multilevel barriers in the healthcare, workplace and insurance systems must be identified and tackled, and implementation strategies must be evaluated to monitor the implementation process and fidelity.

show abstract

Section: Implementation Strategies Adapted To Identified Barriersmentioning

confidence: 99%

Results of a feasibility study: barriers and facilitators in implementing the Sherbrooke model in France

Fassier¹,

Durand²,

Caillard³

et al. 2015

Scand J Work Environ Health

Self Cite

View full text Add to dashboard Cite

show abstract

“…Programs The primary difficulty at a societal level is not a lack of good research or evidence-based interventions, but an inability to broadly translate existing solutions into practice by insurers, employers, health care providers, and other stakeholders [27]. There is adequate evidence to support early identification of risk factors for prolonged disability, interventions directed specifically towards work issues, and the positive impact of multidisciplinary, workplace-oriented programs and return to work coordination for those with more prolonged disability, yet these strategies are scarcely implemented [28][29][30][31] The reasons for these failures are complex, and include legislative inertia, other funding priorities, fear of changing entitlement programs, and complex inter-relationships of various factors [10]. Disentangling these many influences in practice is a daunting challenge, despite ample scientific evidence to support potential solutions [32].…”

Section: Future Opportunities and Challengesmentioning

confidence: 99%

Work Disability Prevention Research: Current and Future Prospects

2011

View full text Add to dashboard Cite

Work disability prevention has evolved from being a component of disease outcomes studies, to a separate and growing research discipline. In part, this is due to recognition that work outcomes often do not correlate with other health outcomes; the causes of work disability are multiple, complex, and often distinct from associated health conditions or treatments; and that work disability creates an important personal, economic and social burden that is often preventable. Conceptual frameworks, measures, research methods and interventions specific to this area have been developed, many have been validated across different contexts, and an international community of researchers and trainees in work disability prevention has formed. The articles included in this special section exemplify the breadth of current research in this field, and future opportunities for greater cross-disciplinary collaboration and translation of research to practical implementation and policy interventions.

show abstract

“…Indeed, employees and supervisors perceived that the presence of the RTW coordinator contributed to more equality, safety and support in the meetings. In a study describing the role of RTW coordinators, the competencies of communication and conflict resolution seem to be most the important factors for a successful RTW coordinator [33].…”

Section: Comparison With Other Studiesmentioning

confidence: 99%

A Participatory Workplace Intervention for Employees With Distress and Lost Time: A Feasibility Evaluation Within a Randomized Controlled Trial

et al. 2009

View full text Add to dashboard Cite

Introduction Little is known about feasibility and acceptability of return to work (RTW) interventions for mental health problems. RTW for mental health problems is more complicated than for musculoskeletal problems due to stigmatization at the workplace. A participatory workplace intervention was developed in which an employee and supervisor identify and prioritize obstacles and solutions for RTW guided by a RTW coordinator. This paper is a feasibility study of this innovative intervention for employees with distress. The aims of this study were to describe the reach and extent of implementation of the workplace intervention, the satisfaction and expectations of all stakeholders, and the intention to use the workplace intervention in the future. Methods Eligible for this study were employees who had been on sick leave from regular work for 2-8 weeks with distress. Data were collected from the employees, their supervisors, RTW coordinators, and occupational physicians by means of standardized matrices and questionnaires at baseline and 3 months follow-up. Reach, implementation, satisfaction, expectations, and maintenance regarding the workplace intervention were described. Results Of the 56 employees with distress eligible to receive the workplace intervention, 40 employees, their supervisors and RTW coordinators actually participated in the intervention. They identified 151 obstacles for RTW mostly related to job design, communication, mental workload and person-related stress factors. The 281 consensus-based solutions identified were mostly related to job design, communication and training. Of those solutions, 72% was realized at the evaluation with the employee and supervisor. Overall, employees, supervisors and occupational health professionals were satisfied with the workplace intervention and occupational health professionals rated it with a 7.1. Timeinvestment was the only barrier for implementation reported by the occupational health professionals. Conclusions The results of this study indicate a high feasibility for a broad implementation of a participatory workplace intervention for employees with distress and lost time, and their supervisors.

show abstract

A Literature Review Describing the Role of Return-to-Work Coordinators in Trial Programs and Interventions Designed to Prevent Workplace Disability

Cited by 178 publications

References 59 publications

Results of a feasibility study: barriers and facilitators in implementing the Sherbrooke model in France

Results of a feasibility study: barriers and facilitators in implementing the Sherbrooke model in France

Work Disability Prevention Research: Current and Future Prospects

A Participatory Workplace Intervention for Employees With Distress and Lost Time: A Feasibility Evaluation Within a Randomized Controlled Trial

Contact Info

Product

Resources

About