Return to work following disabling occupational injury – facilitators of employment continuation

Young, Amanda E.

doi:10.5271/sjweh.2986

Cited by 49 publications

(42 citation statements)

References 37 publications

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“…The latter two achieved >85% RTW six months after injury. Further comparing our study with previous studies, our GBTM findings supported the predictors (eg, age, gender, educational level, injury severity, self-efficacy, and QOL) of RTW reported in previous studies (8)(9)(35)(36)(37)(38)(39)(40)(41). Patients found to be less likely to return to work were those who were older, less educated, and suffered from injury to one lower limb, or were seriously injured, had less self-efficacy, felt more disturbance in daily life, had worse QOL, and had poorer mental health.…”

Section: Discussionsupporting

confidence: 79%

Trajectories and predictors of return to work after traumatic limb injury – a 2-year follow-up study

Hou

Sheu

Liang

et al. 2012

Scand J Work Environ Health

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Section: Discussionsupporting

confidence: 79%

Trajectories and predictors of return to work after traumatic limb injury – a 2-year follow-up study

Hou

Sheu

Liang

et al. 2012

Scand J Work Environ Health

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“…Our findings are in line with a recent study that showed that positive working conditions, supportive workplace relationships, and work satisfaction are RTW facilitators following occupational injury (38). A systematic review found evidence supporting benefits of RTW interventions including work rehabilitation professionals with shorter disability duration and lower costs (8).…”

Section: Interpreting Our Findingssupporting

confidence: 80%

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

Dekkers-Sánchez

Wind

Sluiter

et al. 2011

Scand J Work Environ Health

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Objectives The aim of this study was to (i) explore promoting factors for sustained return to work (RTW), according to vocational rehabilitation professionals (VRP) that are amenable to change for employees who have been on sick leave >18 months and (ii) gain insight into crucial aspects of interventions.Methods Semi-structured interviews were carried out with 23 VRP. All interviews were transcribed fullyverbatim. An inductive analysis of the transcripts was performed, using a process of identifying, coding, and categorizing the primary patterns in the data.Results Key influenceable promoting factors for sustained RTW by long-term sick-listed employees include:employee-based vocational guidance; integral, effective communication between the sick-listed employee and all RTW stakeholders; personal factors; a supportive work environment; and a stimulating social environment. Crucial aspects of interventions include: gathering information and setting priorities; improving qualifications; influencing cognitions; monitoring the sick-listed employee through the rehabilitation process; offering tailormade interventions at different stages within a personal time-bound action plan; and preparing the employee and the work environment for RTW.Conclusions Sustained RTW for long-term sick-listed employees can be achieved by focusing on the influenceable promoting factors for RTW. The use of combined interventions in a holistic approach involving the worker and his environment is considered the best way to address the multicausality of work disability and could help maximize RTW outcomes.Key terms long-term sickness absence; return-to-work facilitators; RTW; RTW coordinators; sickness absence; work disablement; work rehabilitation. [E-mail: p.m.dekkers@amc.uva.nl] Long-term sick leave is a major socioeconomic problem in Western countries due to the enormous financial costs for society (1). Several studies have shown the importance of the return-to-work (RTW) transition process for employees on long-term sick leave (2-4). Early research has shown that the probability of RTW decreases as the duration of sick leave lengthens (5). Achieving early job reintegration of chronic work-disabled employees is a difficult goal to accomplish due to the complexity of factors involved, and the issue needs ongoing attention.An employee on long-term sick leave is an individual who functions in a complex context in which different factors can play a role, such as medical, personal, environmental, or work-related factors (6). These factors can either perpetuate sick leave or promote RTW (7) among employees who have been sick-listed for >1.5 years; the factors that stimulate RTW may be different from those that facilitate a sustained RTW. Some promoting factors for RTW are potentially influenceable and could offer opportunities for health professionals to improve work participation. Therefore, stimulation of these positive factors is important to facilitate work resumption of employees on long-term sick leave.There are several important actors...

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“…Although cognitive and behavioural challenges are most typically associated with neurological impairments, these factors are increasingly recognised as influential factors in successful work placement across multiple populations [33].…”

Section: The Work-ability Support Scale Resulting From the Developmenmentioning

confidence: 99%

Development of a new tool to evaluate work support needs and guide vocational rehabilitation: the Work-ability Support Scale (WSS)

Fadyl

McPherson

Schlüter

et al. 2014

Disability and Rehabilitation

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Purpose: This paper outlines our overall approach, qualitative work, and pilot testing to develop a tool to facilitate identification of level of support needs and assist in planning for vocational rehabilitation interventions.Methods: A set of foundation principles drawn from literature and previous critiques of work--ability assessment tools were used to guide a set of studies to develop a new tool. A review of the literature regarding factors that influence work--ability, qualitative interviews and focus groups with a range of stakeholders in the return--to--work process, and pilot testing in different settings were used to develop the Workability Support Scale (WSS) to a stage where it had face validity, usability and acceptability for a range of key stakeholders and was ready for further testing.Results: Qualitative work and pilot testing enhanced the proposed tool with a series of changes and refinements to the content, structure and scoring framework. The current version of the tool is presented. Inter--rater reliability is presented elsewhere. Conclusion:Core principles and stakeholders' views (injured or sick workers, employers, case managers and health professionals) support current tool design. Although further testing is required, the WSS appears to hold potential for use in the assessment of vocational rehabilitation needs.

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Return to work following disabling occupational injury – facilitators of employment continuation

Cited by 49 publications

References 37 publications

Trajectories and predictors of return to work after traumatic limb injury – a 2-year follow-up study

Trajectories and predictors of return to work after traumatic limb injury – a 2-year follow-up study

What promotes sustained return to work of employees on long-term sick leave? Perspectives of vocational rehabilitation professionals

Development of a new tool to evaluate work support needs and guide vocational rehabilitation: the Work-ability Support Scale (WSS)

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