Fibromyalgia Syndrome or Chronic Fatigue Syndrome/Myalgic Encephalomyelitis and Factors Influencing Work Disability in Women

Löfgren, Monika; Schult, Marie‐Louise; Öhman, Ann; Julin, Per; Ekholm, Jan

doi:10.1007/978-1-4899-7627-7_26

Cited by 4 publications

(6 citation statements)

References 119 publications

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“…Return-to-work processes can be complicated and involve many actors. Coordination of these actors can be difficult but invaluable in fostering successful work re-integration (Löfgren, Schult, Öhman, Julin, & Ekholm, 2016). Services that can be extremely helpful include a multiprofessional team to provide coaching and work training, involving the employees affected in the shaping of the rehabilitation process, developing suitable accommodations for work tasks, matching employees' capacities and limitations, and the social support of colleagues (Glavare, Löfgren, & Schult, 2012).…”

Section: Factors Affecting the Provision Of Work Accommodationsmentioning

confidence: 99%

Work Experiences, Accommodations, and Information in the Context of Fibromyalgia: A Literature Review and Conceptual Synthesis

Chen

Carpenter

Flaherty

2019

IJIDI

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This paper explores the challenges that individuals with fibromyalgia may experience in navigating the workplace. Fibromyalgia is a syndrome characterized by chronic widespread pain, stiffness, sleep disruption, and other symptoms, without a well-defined underlying disease. At work, patients can struggle with various problems, including fluctuating symptoms, exhaustion, skepticism, questions about whether to disclose, and finding ways to adjust work situations. Individuals often lack information concerning how to manage their health, as well as different aspects of their lives, including work. Work accommodations such as extended health benefits, modified schedules, and work-at-home arrangements could help. However, individuals may need to learn how to advocate for themselves, which can include finding information on legal rights and accommodation options. Differences in information awareness and seeking skills can lead to inequities in the management of chronic health conditions in the workplace. We explore extant literature in three parts. First, we review research on the experience of work among individuals with fibromyalgia, and to a lesser extent, other conditions and disabilities. Then, we consider work accommodations, and third, we conclude with a conceptual synthesis. In our analysis, we first identify a need for clearer conceptualization of the role of information to facilitate workplace self-advocacy. Then, we identify gaps in the literature concerning information and information behavior related to work accommodations. Last, we emphasize the need for involvement of stakeholders over time. This paper may be of interest to researchers, health care providers, library and information science professionals, and health policy researchers striving to achieve health equity.

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Section: Factors Affecting the Provision Of Work Accommodationsmentioning

confidence: 99%

Work Experiences, Accommodations, and Information in the Context of Fibromyalgia: A Literature Review and Conceptual Synthesis

Chen

Carpenter

Flaherty

2019

IJIDI

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“…The factors that patients and general practitioners understand as important to promote return to work for people living with long-term pain were captured by three descriptive themes. These themes add to the literature that suggests that work is meaningful (de Vries, Brouwer, Groothoff, Geertzen, & Reneman, 2011;MacNeela, Doyle, O'Gorman, Ruane, & McGuire, 2015), to research highlighting the importance of work adjustments (Froud et al, 2014;Henriksson, Liedberg, & Gerdle, 2005;Löfgren et al, 2016;Young, Choi, & Besen, 2015) and to studies suggesting that individual factors are important for successful return to work (Carlsson et al, 2018;Edén et al, 2007;Issa et al, 2012).…”

Section: Discussionmentioning

confidence: 98%

“…In addition, effective health care services include receiving a proper diagnosis and adequate interventions (Turk, Wilson, & Cahana, 2011), as well as work-related support (Coole et al, 2010). Work-related factors include the degree of work flexibility (Froud et al, 2014; Löfgren, Schult, Öhman, Julin, & Ekholm, 2016; Shaw et al, 2012) and employer support (Gard & Larsson, 2003; MacEachen, Kosny, Ferrier, & Chambers, 2010; Nordqvist, Holmqvist, & Alexanderson, 2003). Finally, expectations regarding return to work (Iles, Davidson, & Taylor, 2008), fear avoidance (Zale, Lange, Fields, & Ditre, 2013), individual coping strategies (Shaw et al, 2012), and motivation (Carlsson et al, 2018; Gard, 2002) seem to be important.…”

Section: Research On Return To Work and The Importance Of Qualitativementioning

confidence: 99%

Key Push and Pull Factors Affecting Return to Work Identified by Patients With Long-Term Pain and General Practitioners in Sweden

Lundberg

Melander

2019

Qual Health Res

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Research shows that working is positive for people with long-term pain but that work-related support from health professionals is inadequate. One explanation for this inadequacy is that patients and providers differ in terms of perspectives on motivation to work. In this article, we compare factors that 31 patients and 15 general practitioners consider important to promote return to work for people with long-term pain. We analyzed the interviews with thematic analysis and a motivational push and pull framework to cover different motivational factors, societal and individual, that might push or pull patients from or toward work. Providers said that a difference between working and nonworking patients is their level of individual motivation, while the patients’ stories showed that the main difference was the physical (non)ability to push themselves to work. We suggest that work-related support can be improved by addressing such differences in clinical practice.

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“…People who believe they will be treated favourably in the event of another leave of absence, additional health treatment, or the need for adjusted job demands, will likely report on their problems or distress and act accordingly (e.g., seek appropriate professional assistance), which could result in their better mental and physical health, but also long- accordance with the capacity of the worker and the recommendations of a general practitioner and an occupational medicine specialist [44,45,82,87].…”

Section: U N C O R R E C T E D a U T H O R P R O O Fmentioning

confidence: 99%

“…term productivity. The perception of the organisation 876 as supportive further reduces health-related presen- and PVFS [87], as well as approaches to professional therapeutic communication [99]. While managers, direct supervisors, HR professionals [90], and occupational safety and health professionals all play a role in social support functions, these professionals need support from top management in the form of consent and mechanisms for establishing best practices to carry out their role.…”

Section: Validationmentioning

confidence: 99%

Some of the workforce face post COVID after the acute phase of the illness: The employer’s supportive role

Babnik

Staresinic

Lep

2022

HSM

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BACKGROUND: A considerable proportion of workers that recover from an acute phase of COVID-19 are confronted with post COVID-19 symptoms of varying severity and duration. Employers have an important role in addressing this new condition. OBJECTIVE: The aim of this study was to review organisational practises that could help employees suffering from long COVID-19 return to work and to link these suggestions to theoretical frameworks from the field of work and organisational psychology. METHODS: Since scientific publications on post COVID-19 are published daily, but sound empirical studies are still scarce, the synthesis of the scientific and professional literature was performed in the form of a narrative review. RESULTS: The results were organised according to the healthy workplace model and explained through the lens of the job demands-resources theory. The role of the employer has three aspects: collaboration, instructional pillars, and key actors. The main guidelines for implementation of the policies are an individualised approach, flexibility, and support. Supportive policies, practises, and relationships might have a direct impact on workers’ psychological resources. CONCLUSIONS: The model could help employers understand the conditions and necessary adaptations for workers with post COVID-19, as well as advance research in work and organisational psychology.

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Fibromyalgia Syndrome or Chronic Fatigue Syndrome/Myalgic Encephalomyelitis and Factors Influencing Work Disability in Women

Cited by 4 publications

References 119 publications

Work Experiences, Accommodations, and Information in the Context of Fibromyalgia: A Literature Review and Conceptual Synthesis

Work Experiences, Accommodations, and Information in the Context of Fibromyalgia: A Literature Review and Conceptual Synthesis

Key Push and Pull Factors Affecting Return to Work Identified by Patients With Long-Term Pain and General Practitioners in Sweden

Some of the workforce face post COVID after the acute phase of the illness: The employer’s supportive role

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