How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting

Maiwald, Karin; Meershoek, Agnes; Rijk, Angelique de; Nijhuis, Frans

doi:10.3109/09638288.2012.704123

Cited by 12 publications

(12 citation statements)

References 29 publications

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“…When compared to the findings of an earlier study on workers' experiences with and perceptions on the same RTW policy [11] striking similarities were found. These authors demonstrated with empirical research how policies for involvement, in this Canadian setting of work re-integration, were not as effective as intended, and excluding consequences of these policies.…”

Section: Discussionsupporting

confidence: 53%

“…New policies were developed to support early RTW of workers with incapacities (the inability to work due to sickness or injury). These particular strategies do, however, not always have the expected results from the perspectives of re-integrating workers with incapacities in Canada [6][7][8][9][10][11]. Workers' disappointment with early RTW policy is also found in other countries [12].…”

Section: Introductionmentioning

confidence: 99%

“…The finding of our earlier study on the workers' perspectives on the reformed RTW policy in practice showed that the policies and procedures made workers with incapacities responsible for the design of RTW plans. At the same time, however, re-integrating workers considered themselves incapable to answer this responsibility, within which they were offered too little flexibility regarding involvement and interventions in RTW planning to meet their needs [11].…”

Section: Introductionmentioning

confidence: 99%

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Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Maiwald

Meershoek

Rijk

et al. 2014

Work

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BACKGOUND: In Canada and other countries, sickness absence among workers is a significant concern. Local return-to-work policies developed by both management and workers' representatives are preferred to tackle the problem. OBJECTIVE: This article examines how managers perceive this local bipartite agreed upon return-to-work policy, wherein a social constructivist view on the policy process is taken. METHODS: In-depth interviews were held with 10 managers on their experiences with execution of this policy in a Canadian healthcare organization. Interviews were transcribed verbatim and qualitative analyses were completed to gain deep insight into the managers' perspectives. RESULTS: Results show that the managers viewed themselves as a linchpin between the workplace and the worker. They did not feel heard by the other stakeholders, wrestled with worker's limitations, struggled getting plans adjusted and became overextended to meet return-to-work objectives. CONCLUSIONS: The study shows that the managers felt unable to meet the responsibilities the policy demanded and got less involved in the return-to-work process than this policy intended. RTW policy needs to balance on the one hand, flexibility to safeguard active involvement of managers and, on the other hand, strictness regarding taking responsibility by stakeholders, particularly the health care and re-integration professionals.

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Section: Discussionsupporting

confidence: 53%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Maiwald

Meershoek

Rijk

et al. 2014

Work

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“…Much more, the authors suggest that there is a general feeling among those managers that were evaluated, for feeling unheard, frustrated and under pressure when dealing with policies and policy execution. In their opinion this situation led to a low involvement in RTW issues and a weak communication with the stakeholders (Maiwald et al 2013). At the same time, in an Australian organizational setting, McKay, Knott and Delfabbro (2013) found also there is a lack of knowledge among managers concerning the procedures and attitudes imposed by RTW and cancer patients.…”

Section: General Debate Upon Variables Cancer and Rtwmentioning

confidence: 99%

Theoretical perspectives upon the return to work of cancer patients: The difficult path of integration in the organization

Popa

2015

Social Change Review

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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.

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“…employer if possible with the lowest cost to the claim;(101) an employer-based RTW coordinator's primary role is to facilitate a safe transition back to work following an injury with the goals and financial motivations of the employer being considered;(357) and a supervisor is concerned about managing productivity, budgets of his department, and the safety and wellbeing of all staff. (242,(358)(359)(360). To move away from a siloed approach is dependent on the stakeholders' acknowledging and potentially working towards priorities outside of their own self-interests, which, as workers in our study stated, mostly did not occur.…”

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confidence: 76%

Factors influencing return-to-work following upper extremity surgery

Peters¹

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The upper extremities are necessary to independently perform everyday activities, engage with the environment and others and, importantly, work. Unfortunately, upper extremity (UE) conditions, resulting in pain and impairments, are common. Although returning to work is usually straightforward, for some it can be difficult and prolonged, impacting significantly on the worker, key stakeholders and society.This thesis utilized mixed methodology to explore factors influencing RTW following surgery for traumatic and non-traumatic UE conditions. Specifically, the overall aims were to: 1) identify gaps in the literature; 2) generate a list of factors influencing RTW; 3) explore stakeholders perspectives of barriers and the strategies to facilitate RTW; 4) determine the assessment tools used by health care providers (HCPs) to evaluate RTW barriers; 5) clarify a definition for delayed RTW; and 6) explore injured workers' lived experiences to understand the context surrounding the factors and processes that may influence RTW.A scoping review identified gaps in the literature (Aim 1), generating the remaining thesis aims. A systematic review of prognostic studies for RTW following a common UE surgery, carpal tunnel release, was then conducted (Aim 2). This review revealed an inconsistent and low level of evidence for any studied prognostic factor for RTW or work disability.A three-round Delphi study determined expert opinion on the barriers and facilitators for RTW following surgery for non-traumatic UE conditions (Aim 2). Thirty-one experts completed all rounds. Strong consensus was achieved for these barriers: mood disorder; symptoms at more than one site; heavy UE work exertions; lack of flexible RTW arrangements; lack of supervisor support; and high pain catastrophising. Strong consensus was achieved for these facilitators: high motivation to RTW; high RTW and recovery selfefficacy; availability of modified duties; flexible RTW arrangements; positive coping skills; limited heavy UE work exertions; no catastrophic thinking; no fear avoidance to RTW, pain or activity; return to meaningful work duties; supportive RTW policies; supportive supervisor; and high job satisfaction.A cross-sectional study of 1011 RTW stakeholders (HCPs, employers, insurers and lawyers) was conducted. This study contained four sub-studies. In the first sub-study, a list ii of factors that stakeholders perceived influence RTW was generated (Aim 2). Highest agreement was found for: RTW self-efficacy; post-operative psychological status; supportive employer or supervisor; employer's willingness to accommodate job modifications; worker's recovery expectations; mood disorder diagnosis; post-operative pain level; and whether the job can be modified. Disagreements between stakeholder groups existed for a third of the factors. Further analysis of the 787 HCPs was conducted in sub-study two (Aim 2). This revealed that HCPs rated difficulty coping with the pain as the main RTW barrier. Few differences between the disciplines existed.In sub-study th...

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How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting

Cited by 12 publications

References 29 publications

Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Policy on manager involvement in work re-integration: Managers' experiences in a Canadian setting

Theoretical perspectives upon the return to work of cancer patients: The difficult path of integration in the organization

Factors influencing return-to-work following upper extremity surgery

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