Enhancing Emotional Skills of Managers to Support the Return to Work of Cancer Survivors: A Research Opinion Focusing on Value, Feasibility and Challenges

Viseux, Marie; Tamminga, Sietske J.; Greidanus, M. A.; Porro, Bertrand; Bourdon, Marianne

doi:10.3389/fpsyg.2022.910779

Cited by 6 publications

(10 citation statements)

References 43 publications

(83 reference statements)

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“…Interpersonal issues in a dyadic relationship may depend on the emotional experience of the stressful situation, the ability of each member of the dyad to be able to work as a team to cope with this stressful situation, and on the quality of the relationship. 6,7,13 The latter can be defined in three fundamental dimensions: (i) availability, (ii) relationship intensity, and (iii) perception of interpersonal conflict. 13 It is not easy for cancer survivors and managers to always establish a good relationship in practice.…”

Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

“…This may be due to positive or negative emotions experienced on an individual or shared basis due to the cancer diagnosis. 7 In addition, cancer survivors and managers often have a common pre-cancer history (positive of negative). Their respective perception of the quality of their precancer relationship could well influence the implementation of 1360 -GREIDANUS and PORRO managerial actions from the beginning of the return-to-work process.…”

Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

“…It is not easy for cancer survivors and managers to always establish a good relationship in practice. This may be due to positive or negative emotions experienced on an individual or shared basis due to the cancer diagnosis 7 . In addition, cancer survivors and managers often have a common pre‐cancer history (positive of negative).…”

Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

“…6 We know that the relationship between the cancer survivor and the manager involves both individual and joint emotional dynamics that can impact the chances of a successful RTW for the cancer survivor. 7 A better understanding of the "cancer survivor-manager" dyadic process is much needed and would facilitate the development and implementation of tailored interventions aimed at promoting the sustainable RTW of cancer survivors. On the other hand, to operationalize dyadic studies with the cancer survivormanager dyad is not methodologically easy.…”

Section: Introductionmentioning

confidence: 99%

“…Only one study has focused on the relationship between the cancer survivor and the manager in a dyadic manner 6 . We know that the relationship between the cancer survivor and the manager involves both individual and joint emotional dynamics that can impact the chances of a successful RTW for the cancer survivor 7 . A better understanding of the “cancer survivor‐manager” dyadic process is much needed and would facilitate the development and implementation of tailored interventions aimed at promoting the sustainable RTW of cancer survivors.…”

Section: Introductionmentioning

confidence: 99%

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The cancer survivor—Manager dyad during the return‐to‐work process: An introduction with theoretical, conceptual, and methodological considerations

Greidanus

Porro

2023

Psycho-Oncology

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ObjectiveThere is a need for tailored interventions aimed at promoting the sustainable return to work (RTW) of cancer survivors. As managers have a primary role in supporting cancer survivors to return to work, a better understanding of the “cancer survivor‐manager” dyadic process is much needed. The aim of this paper is to introduce the cancer survivor‐manager dyad in the context of RTW of cancer survivors, and to inform future studies by presenting theoretical, conceptual, and methodological considerations.ConclusionsDifferent theoretical, conceptual, and methodological aspects are addressed that open new perspectives concerning the cancer survivor‐manager dyad. Among the theoretical and conceptual aspects, we highlight the interest of developing dyadic coping models specific to the cancer survivor‐manager dyad. This would allow the conceptualization of their interpersonal dynamics and to frame interventions aimed at supporting cancer survivors and managers. In addition, we encourage to study in more detail the quality of the relationship between the cancer survivor and manager, including its impact on work‐related outcomes of the cancer survivor. Methodologically, the actor‐partner interdependence model could be relevant to identify any interdependence in the cancer survivor‐manager dyad. We also recommend using longitudinal and prospective studies to investigate the cancer survivor‐manager dyad, as these studies are well suited to identify evolutive and dynamic aspects of the cancer survivor‐manager dyad. Lastly, we propose a recruitment strategy of the dyad by involving a trustworthy third party, to respect the ethical framework, and the privacy and voluntary choice of cancer survivors.

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Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

Section: Theoretical and Conceptual Considerationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

The cancer survivor—Manager dyad during the return‐to‐work process: An introduction with theoretical, conceptual, and methodological considerations

Greidanus

Porro

2023

Psycho-Oncology

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Return to work and psychosocial trajectories after breast cancer: a longitudinal and sequential approach

Rubion,

Bourdon,

Sébille

et al. 2024

Support Care Cancer

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We aimed to describe the psychosocial adjustments according to return-to-work (RTW) trajectories in breast cancer survivors (BCS) using a sequential and temporal approach. MethodsWe used BCS data included from February 2015 to April 2016 in the Longitudinal Study on Behavioural, Economic and Sociological Changes after Cancer (ELCCA) cohort. RTW trajectories were identi ed using the sequence analysis method followed by a clustering.Anxiety and depression were assessed using the Hospital Anxiety and Depression Scale and the EORTC quality of life questionnaire was used at inclusion and all follow-up visits to assess Health-Related Quality of Life (HRQoL). ResultsFifty-two BCS were included in the study among whom four clusters of RTW trajectories were identi ed and labelled: slow RTW (N = 10), quick RTW (N = 27), partial RTW (N = 8) and part-time work (N = 7). Quick and slow RTW clusters showed slightly lower baseline mean levels of anxiety and higher levels of HRQoL. In the 4 years following diagnosis, BCS in the quick RTW cluster tended to report higher HRQoL in terms of functioning and less symptoms of pain and fatigue while those in the partial RTW cluster showed a lower HRQoL on almost all dimensions. All clusters showed an increase in pain and fatigue symptoms until 6 months followed by a tendency to recover baseline levels. ConclusionsThe results of this study suggest that BCS who return to full-time work (slow and quick RTW patterns) recover better than patients who return to part-time work (partial and part-time RTW patterns).

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Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

et al. 2023

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Pur pose A significant proportion of women with breast cancer want to RTW (return to work) after treatment. Employers play a key role in facilitating RTW for these employees who face distinct challenges. However, the portrait of these challenges remains to be documented from the perspective of employer representatives. The purpose of this article is to describe the perceptions of Canadian employer representatives regarding the management of the RTW of BCSs (breast cancer survivors). Methods Thirteen qualitative interviews were conducted with representatives from businesses of various sizes (< 100 employees, 100–500 employees, > 500 employees). Transcribed data were subjected to iterative data analysis. Results Three major themes emerged to describe employer representatives’ perceptions of managing RTW of BCS. These are (1) providing tailored support; (2) remaining ‘human’ while managing RTW; and (3) facing the challenges of RTW management after breast cancer. The first two themes were perceived as facilitating RTW. The challenges identified concern uncertainty, communication with the employee, maintaining a supernumerary work position, balancing employee and organizational interests, reconciling with colleagues’ complaints, and collaboration among stakeholders. Conclusions Employers can adopt a humanistic management style by offering flexibility and increased accommodation for BCS who RTW. They can also be more sensitive to this diagnosis, leading some to seek more information from those around them who have experienced it. Employers require increased awareness about diagnosis and side effects, be more confident to communicate, and improved collaboration between stakeholders to facilitate the RTW of BCS. Implications for cancer survivors Employers who focus on the individual needs of cancer survivors during RTW can facilitate creative and personalized solutions for a sustainable RTW and help survivors recover their lives after cancer.

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Enhancing Emotional Skills of Managers to Support the Return to Work of Cancer Survivors: A Research Opinion Focusing on Value, Feasibility and Challenges

Cited by 6 publications

References 43 publications

The cancer survivor—Manager dyad during the return‐to‐work process: An introduction with theoretical, conceptual, and methodological considerations

The cancer survivor—Manager dyad during the return‐to‐work process: An introduction with theoretical, conceptual, and methodological considerations

Return to work and psychosocial trajectories after breast cancer: a longitudinal and sequential approach

Supporting the return to work of breast cancer survivors: perspectives from Canadian employer representatives

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