Researching Complex and Multi-Level Workplace Factors Affecting Disability and Prolonged Sickness Absence

Abstract

Purpose There is growing research evidence that workplace factors influence disability outcomes, but these variables reflect a variety of stakeholder perspectives, measurement tools, and methodologies. The goal of this article is to summarize existing research of workplace factors in relation to disability, compare this with employer discourse in the grey literature, and recommend future research priorities. Methods The authors participated in a year-long collaboration that ultimately led to an invited 3-day conference, “Improving Research of Employer Practices to Prevent Disability, held October 14–16, 2015, in Hopkinton, Massachusetts, USA. The collaboration included a topical review of the literature, group conference calls to identify key areas and challenges, drafting of initial documents, review of industry publications, and a conference presentation that included feedback from peer researchers and a question/answer session with a special panel of knowledge experts with direct employer experience. Results Predominant factors in the scientific literature were categorized as physical or psychosocial job demands, work organization and support, and workplace beliefs and attitudes. Employees experiencing musculoskeletal disorders in large organizations were the most frequently studied population. Research varied with respect to the basic unit of assessment (e.g., worker, supervisor, policy level) and whether assessments should be based on worker perceptions, written policies, or observable practices. The grey literature suggested that employers focus primarily on defining roles and responsibilities, standardizing management tools and procedures, being prompt and proactive, and attending to the individualized needs of workers. Industry publications reflected a high reliance of employers on a strict biomedical model in contrast to the more psychosocial framework that appears to guide research designs. Conclusion Assessing workplace factors at multiple levels, within small and medium-sized organizations, and at a more granular level may help to clarify generalizable concepts of organizational support that can be translated to specific employer strategies involving personnel, tools, and practices.

Implementation Science and Employer Disability Practices: Embedding Implementation Factors in Research Designs

“…Previous analyses of the role of the workplace in enhancing RTW outcomes have identified a range of contributing factors, such as the perspective held of the workplace by the injured workers [23], features of the workplace and its responsiveness to the injured worker [24], and the need to accommodate the differing interests held by the range of stakeholders who are involved [25] (see accompanying articles on workplace factors and interventions [26, 27]). Achieving a successful RTW is likely therefore to require workplace changes at several levels.…”

The role of workplace accommodations in the employment of people with disabilities

“…In particular, growing evidence suggests that workplace factors affect employment outcomes for people with disabilities (Kristman et al 2016). Research has shown that receipt of workplace accommodations is associated with better employment outcomes (Burkhauser et al 1995;Chow 2012;Cook et al 2015).…”

Stratégies de retour au travail d’employés ayant fait l’expérience d’une dépression : perspectives des employeurs et des cadres des ressources humaines

“…Kristman et coll. 12 identifient dans leur revue de littérature quatre modèles sur lesquels s'appuient les employeurs et gestionnaires pour prendre des décisions concernant la gestion des absences du travail et de l'incapacité au travail. Il s'agit des modèles : 1) biomédical ; 2) de gestion financière ; 3) de gestion du personnel ; et 4) de développement organisationnel.…”

“…Quant au modèle fondé sur la gestion financière, en lien aussi avec la philosophie adoptée par les compagnies d'assurance, il est basé sur la prudence et le moindre risque, notamment lorsqu'il s'agit de prendre des décisions qui engendrent des coûts monétaires pour l'organisation 12 . Les stratégies mises en avant sont celles qui engendrent les moindres coûts avec le souci d'éviter toute responsabilité chez les gestionnaires des organisations.…”

“…Enfin, le modèle du développement organisationnel relatif à la psychologie du travail et des organisations a pour objectif de créer une culture dans l'environnement de travail, en vue d'atteindre une meilleure satisfaction au travail, productivité et compétitivité chez l'employé 12 . Dans le contexte de l'incapacité au travail, l'objectif est de résoudre les difficultés lors du RaT comme la mise en place d'aménagements de travail et le développement du leadership des gestionnaires.…”