Implementing Best Practice Models of Return to Work

Kristman, Vicki L.; Boot, Cécile R. L.; Sanderson, Kathy; Sinden, Kathryn E.; Williams-Whitt, Kelly

doi:10.1007/978-3-319-75381-2_32-1

Cited by 4 publications

(2 citation statements)

References 48 publications

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“…Thus, for some there may not be a stakeholder present focusing on RTW at this stage. The importance of early workplace involvement is emphasized in RTW best practice suggestions (Kristman et al, 2020) and those not experiencing sufficient assistance from an employer may have an increased need for co-operation with social insurance caseworkers (Eftedal et al, 2017). As many of the participants in this study expected some form of contact with social insurance services, caseworker assistance might be useful in order to facilitate and coordinate the RTW process among the sick-listed individual, their GP and their employer.…”

Section: Discussionmentioning

confidence: 96%

Health, Work, and Family Strain – Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence

et al. 2021

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BackgroundKnowledge 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.MethodsSixteen individuals at 9–13 weeks of sick leave participated in semi-structured individual interviews. Data was analyzed through Giorgi’s descriptive phenomenological method.ResultsThree 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.ConclusionEven 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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Section: Discussionmentioning

confidence: 96%

Health, Work, and Family Strain – Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence

et al. 2021

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“…The findings in the present study supports the validity of a slightly adjusted RSA to measure the protective factors of resilience in the current sample of long-term sick listed individuals. The use of the RSA and its subscales may provide important information on factors that have been shown to be important predictors of RTW, such as self-efficacy, social support, structure, and planning [5,44,45]. Gender differences in resilience resources, and early identification of those scoring high and low on such factors may be useful to determine appropriate and targeted interventions based on which resources (i.e., subscales) are lacking.…”

Section: Implications For Practicementioning

confidence: 99%

Measuring Resilience in Long-term Sick-listed Individuals: Validation of the Resilience Scale for Adults

et al. 2023

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Return to work from long-term sick leave is influenced by personal and social factors, which can be measured by resilience, a construct that describe healthy adaptation against adversity. This study aimed to validate the validity and psychometric properties of the resilience scale for adults in a sample of long-term sick-listed individuals, and to investigate measurement invariance when compared with a university student sample. Confirmatory factor analysis was used on a sick-listed sample (n = 687) to identify the scale?s factor structure, and comparison with a university student sample (n = 241) was utilized to determine measurement invariance. Results show that a slightly modified factor structure, in accordance with previous research, achieved acceptable fit in the sick-listed sample, while comparisons with the student sample supported measurement invariance. This means that the study to a large degree support the factor structure of the resilience scale for adults in long-term sick-listed. Furthermore, the results indicate that the scale is similarly understood among long-term sick-listed as in a previously validated student sample. Thus, the resilience scale for adults can be a valid and reliable measure of protective factors in the long-term sickness absence and return to work context, and the subscale and total score can be interpreted similarly in long-term sick-listed as in other populations.

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Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

et al. 2022

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Purpose Employers play an important role in facilitating sustainable return to work (RTW) by workers with disabilities. The aim of this qualitative study was to explore how employers who were successful in retaining workers with disabilities at work fulfilled their supportive role, and which facilitators were essential to support these workers throughout the RTW process. Methods We conducted a semi-structured interview study among 27 employers who had experience in retaining workers with disabilities within their organization. We explored the different phases of RTW, from the onset of sick leave until the period, after 2-years of sick-leave, and when they can apply for disability benefit. We analyzed data by means of thematic analysis. ResultsWe identified three types of employer support: (1) instrumental (offering work accommodations), ( 2) emotional (encouragement, empathy, understanding) and ( 3) informational (providing information, setting boundaries). We identified three facilitators of employer support (at organizational and supervisor levels): (1) good collaboration, including (in)formal contact and (in)formal networks; (2) employer characteristics, including supportive organizational culture and leadership skills; and (3) worker characteristics, including flexibility and self-control. Conclusions Employers described three different possible types of support for the worker with disabilities: instrumental, emotional, and informational. The type and intensity of employer support varies during the different phases, which is a finding that should be further investigated. Good collaboration and flexibility of both employer and worker were reported as facilitators of optimal supervisor/worker interaction during the RTW process, which may show that sick-listed workers and their supervisors have a joint responsibility for the RTW process. More insight is needed on how this supervisor/worker interaction develops during the RTW process.

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Implementing Best Practice Models of Return to Work

Cited by 4 publications

References 48 publications

Health, Work, and Family Strain – Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence

Health, Work, and Family Strain – Psychosocial Experiences at the Early Stages of Long-Term Sickness Absence

Measuring Resilience in Long-term Sick-listed Individuals: Validation of the Resilience Scale for Adults

Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

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