Stakeholders’ Role and Actions in the Return-to-Work Process of Workers on Sick-Leave Due to Common Mental Disorders: A Scoping Review

Corbière, Marc; Mazaniello-Chézol, Maud; Bastien, Marie-France; Wathieu, Estelle; Bouchard, R.D. Carla; Panaccio, Alexandra; Guay, Stéphane; Lecomte, Tania

doi:10.1007/s10926-019-09861-2

Cited by 83 publications

(93 citation statements)

References 226 publications

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“…These factors are linked to the CFIR constructs "culture, structural characteristics, networks and communication" and "implementation climate" [30]. A collaborative approach is important in RTW after sick leave due to CMDs due to the complex RTW process for this group [36]. Our study suggests that such an approach provides stability for the employee.…”

Section: Discussionmentioning

confidence: 83%

Coordination of return-to-work for employees on sick leave due to common mental disorders: facilitators and barriers

Holmlund

Hellman

Engblom

et al. 2020

Disability and Rehabilitation

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Section: Discussionmentioning

confidence: 83%

Coordination of return-to-work for employees on sick leave due to common mental disorders: facilitators and barriers

Holmlund

Hellman

Engblom

et al. 2020

Disability and Rehabilitation

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“…Several actors from the work, health, and insurance systems are involved in the RTW process [26]. However, there is a service and knowledge gap in the RTW process of persons with mental health problems [27], as well as between the different systems [28], that can make the RTW more difficult.…”

Section: Introductionmentioning

confidence: 99%

“…However, there is a service and knowledge gap in the RTW process of persons with mental health problems [27], as well as between the different systems [28], that can make the RTW more difficult. Strategies that facilitate RTW are clarity in the actors' roles and actions, and coordination between the systems [26]. The role of RTW coordinators is important in facilitating communication between the various actors and systems [26,28,29].…”

Section: Introductionmentioning

confidence: 99%

Enhanced Capacity to Act: Managers’ Perspectives When Participating in a Dialogue-Based Workplace Intervention for Employee Return to Work

et al. 2020

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Purpose To explore if and how a dialogue-based workplace intervention with a convergence dialogue meeting can support a return to work process from the managers' perspective. Methods Individual interviews were conducted with 16 managers (10 women and 6 men) who had an employee on sick leave because of stress-induced exhaustion disorder. The manager and employee participated in a dialogue-based workplace intervention with a convergence dialogue meeting that was guided by a healthcare rehabilitation coordinator. The intervention aimed to facilitate dialogue and find concrete solutions to enable return to work. The interviews were analyzed by the Grounded Theory method. Results A theoretical model was developed with the core category enhancing managerial capacity to act in a complex return to work process, where the managers strengthened their agential capacity in three levels (categories). These levels were building competence, making adjustments, and sharing responsibility with the employee. The managers also learned to navigate in multiple systems and by balancing demands, control and support for the employee and themselves. An added value was that the managers began to take preventive measures with other employees. When sick leave was caused only by personal or social issues (not work), workplace actions or interventions were difficult to find. Conclusions From the managers' perspective, dialogue-based workplace interventions with a convergence dialogue meeting and support from a rehabilitation coordinator can strengthen managerial competence and capacity to act in a complex return to work process.

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“…While there is a developing body of literature about RTW coordination and its value, there are limited reviews focusing on the roles, strategies and actions completed by RTW coordinators [9]. This is especially true when considering RTW coordination for individuals with mental ill-health, where unique strategies may be required to meet the needs of individuals and overcome potential barriers associated with some mental ill-health conditions.…”

Section: Introductionmentioning

confidence: 99%

Return to Work for Mental Ill-Health: A Scoping Review Exploring the Impact and Role of Return-to-Work Coordinators

et al. 2020

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Purpose This scoping review was completed to explore the role and impact of having a return-to-work (RTW) coordinator when dealing with individuals with common mental ill-health conditions. Methods Peer reviewed articles published in English between 2000 and 2018 were considered. Our research team reviewed all articles to determine if an analytic focus on RTW coordinator and mental ill-health was present; consensus on inclusion was reached for all articles. Data were extracted for all relevant articles and synthesized for outcomes of interest. Results Our search of six databases yielded 1798 unique articles; 5 articles were found to be relevant. The searched yielded only quantitative studies. Of those, we found that studies grouped mental ill-health conditions together, did not consider quality of life, and used different titles to describe RTW coordinators. Included articles described roles of RTW coordinators but did not include information on their strategies and actions. Included articles suggest that RTW interventions for mental ill-health that utilize a RTW coordinator may result in delayed time to RTW. Conclusions Our limited findings suggest that interventions for mental ill-health that employ RTW coordinators may be more time consuming than conventional approaches and may not increase RTW rate or worker's self-efficacy for RTW. Research on this topic with long-term outcomes and varied research designs (including qualitative) is needed, as well as studies that clearly define RTW coordinator roles and strategies, delineate results by mental health condition, and address the impact of RTW coordinators on workers' quality of life.

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Stakeholders’ Role and Actions in the Return-to-Work Process of Workers on Sick-Leave Due to Common Mental Disorders: A Scoping Review

Cited by 83 publications

References 226 publications

Coordination of return-to-work for employees on sick leave due to common mental disorders: facilitators and barriers

Coordination of return-to-work for employees on sick leave due to common mental disorders: facilitators and barriers

Enhanced Capacity to Act: Managers’ Perspectives When Participating in a Dialogue-Based Workplace Intervention for Employee Return to Work

Return to Work for Mental Ill-Health: A Scoping Review Exploring the Impact and Role of Return-to-Work Coordinators

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