Are there differences in the return to work process for work-related psychological and musculoskeletal injuries? A longitudinal path analysis

Smith, Peter; LaMontagne, Anthony D.; Lilley, Rebbecca; Hogg‐Johnson, Sheilah; Sim, Malcolm Ross

doi:10.1007/s00127-020-01839-3

Cited by 11 publications

(7 citation statements)

References 36 publications

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“…For example, in office or home office settings wherein the rate of mental fatigue and burnout increased during the COVID-19 pandemic as a direct result of the sustained engagement in videoconferencing [56,57], it is plausible that camera-based solutions may be employed for monitoring and proactively detecting cognitive overload before its onset. Likewise, in manufacturing wherein psychological are responsible for a higher risk of work-related injuries [3,58], it is possible that inexpensive solutions like the one proposed here may allow for the early detection of high cognitive load in workers, especially for the jobs requiring completing repetitive workstation tasks. In telehealth, where both the user and the healthcare provider are at a high risk of experiencing mental stress due to information overload, technological barriers, or distractions [59,60], leveraging camera technology that is already part of telehealth's delivery methods may be a possible solution to reduce the risk of cognitive overload.…”

Section: Discussionmentioning

confidence: 99%

On validating a generic camera‐based blink detection system for cognitive load assessment

Biondi,

Graf,

Pillai

et al. 2023

Cognitive Comp and Systems

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Detecting the human operator's cognitive state is paramount in settings wherein maintaining optimal workload is necessary for task performance. Blink rate is an established metric of cognitive load, with a higher blink frequency being observed under conditions of greater workload. Measuring blink rate requires the use of eye‐trackers which limits the adoption of this metric in the real‐world. The authors aim to investigate the effectiveness of using a generic camera‐based system as a way to assess the user's cognitive load during a computer task. Participants completed a mental task while sitting in front of a computer. Blink rate was recorded via both the generic camera‐based system and a scientific‐grade eye‐tracker for validation purposes. Cognitive load was also assessed through the performance in a single stimulus detection task. The blink rate recorded via the generic camera‐based approach did not differ from the one obtained through the eye‐tracker. No meaningful changes in blink rate were however observed with increasing cognitive load. Results show the generic‐camera based system may represent a more affordable, ubiquitous means for assessing cognitive workload during computer task. Future work should further investigate ways to increase its accuracy during the completion of more realistic tasks.

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Section: Discussionmentioning

confidence: 99%

On validating a generic camera‐based blink detection system for cognitive load assessment

Biondi,

Graf,

Pillai

et al. 2023

Cognitive Comp and Systems

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“…This is an important finding which stresses the need for employers to be proactive in offering common workplace accommodations, such as work modifications and workplace flexibility, given that individuals with and without mental/cognition conditions may benefit. In light of the high workplace related costs associated with short- or long-term absences from work and return-to-work process, proactively offering accommodations can potentially support employees in reducing use and length absences [ 18 ] and better return to work outcomes [ 59 ]. Although more research is still needed to quantify the role of accommodations in reducing absenteeism and presenteeism among employees with mental or cognitive disabilities.…”

Section: Discussionmentioning

confidence: 99%

Understanding the Unmet Accommodation Needs of People Working with Mental or Cognitive Conditions: The Importance of Gender, Gendered Work, and Employment Factors

Jessiman-Perreault,

Gignac,

Thompson

et al. 2023

J Occup Rehabil

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Purpose Workplace support needs for women and men living with mental health conditions are not well understood. This study examined workplace accommodation and support needs among women and men with and without mental health or cognitive conditions and individual and workplace factors associated with having unmet needs. Methods A cross-sectional survey of 3068 Canadian workers collected information on disability, gender, gendered occupations, job conditions, work contexts, and workplace accommodations. Multivariable logistic regression analyses examined gender- and disability-based differences in unmet needs for workplace flexibility, work modifications, and health benefits, and the association of work context (i.e., work schedule, job sector) and job conditions (i.e., precarious work) on the likelihood of unmet accommodation needs. The additive (i.e., super- or sub-additive) and multiplicative effects of disability, gender, and occupational gender distribution on the probability of unmet accommodation needs were also assessed. Results The most common unmet workplace accommodation was work modifications reported by 35.9% of respondents with mental/cognitive disability and workplace flexibility reported by 19.6% of individuals without a mental/cognitive disability. Women, employees in female dominant occupations, and participants with mental/cognitive disabilities were more likely to report unmet needs compared with men, employees in non-female dominant occupations, and participants without disabilities but these findings were largely explained by differences in job conditions and work contexts. No interacting effects on the likelihood of reporting unmet needs for workplace accommodations were observed. Conclusions To support employee mental health, attention is needed to address work contexts and job conditions, especially for people working with mental/cognitive disabilities, women, and workers in female-dominated occupations where unmet accommodation needs are greatest.

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“…Communication bottlenecks between disability case managers and frontline supervisors have been cited as a significant problem in the disability management process (Jetha et al, 2019;Lappalainen et al, 2019). The supervisor's actual role in facilitating return-to-work arrangements may vary by industry context and corporate structures, but workers often report that their supervisor played an important role in a sustainable return to work, and lack of communication and support from a supervisor has been shown to be a common detriment to resuming work (Corbière et al, 2017;Sears et al, 2021;Smith et al, 2020). Measures of supervisor support for return-to-work and job accommodation efforts are frequent predictors of reduced disability duration (Jetha et al, 2018;Kristman et al, 2017).…”

Section: Supervisor Supportmentioning

confidence: 99%

Pain, musculoskeletal injuries, and return to work.

Shaw,

Dugan,

Garza

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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M usculoskeletal pain and injury are experienced by workers across nearly all industries and occupations. How employers respond to prevent worker pain and injury has important implications for worker health and well-being as well as significant financial and organizational implications for employers. Musculoskeletal pain and injury is a major contributor to the global burden of disease (Safiri et al., 2021), and these disorders have contributed to a sizable increase in the number of Americans out of work due to disability (Franklin et al., 2015). Work-related musculoskeletal disorders (MSDs) alone have been estimated to cost from $45 billion to $54 billion annually in the United States (National Research Council and Institute of Medicine Panel on Musculoskeletal Disorders in the Workplace, 2001). In this chapter, we review issues and trends related to the prevention and management of pain and disability in the workplace, with a special emphasis on chronic and intermittent pain, organizational support and communication, job accommodation, return-to-work processes, and the changing nature of work.MSDs generally include all medical conditions affecting muscles, bones, and joints, including tendinitis, sprains and strains, osteoarthritis, carpal tunnel syndrome, neck and back pain, and other specific diagnoses and conditions. MSDs are quite common, and they increase in prevalence with age. The predominant symptom is pain, but MSDs can also cause joint stiffness, swelling, dull aches, and restricted movement. Back and neck symptoms are most common, but MSDs can also impact the upper and lower extremities.

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Are there differences in the return to work process for work-related psychological and musculoskeletal injuries? A longitudinal path analysis

Cited by 11 publications

References 36 publications

On validating a generic camera‐based blink detection system for cognitive load assessment

On validating a generic camera‐based blink detection system for cognitive load assessment

Understanding the Unmet Accommodation Needs of People Working with Mental or Cognitive Conditions: The Importance of Gender, Gendered Work, and Employment Factors

Pain, musculoskeletal injuries, and return to work.

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