Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

Munir, Fehmidah; Yarker, Joanna; Hicks, Ben; Donaldson‐Feilder, Emma

doi:10.1007/s10926-011-9331-3

Cited by 43 publications

(43 citation statements)

References 30 publications

(33 reference statements)

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“…Further, negative behaviors were associated with work limitations, lower well-being and distress. However, results did not indicate that the managerial behaviors measured contributed to reducing length of sick leave among employees [15].…”

Section: Introductionmentioning

confidence: 64%

“…Previous research into the role of managers in the RTW process has shown the importance of managers' abilities to communicate, proactively support and engage in the RTW process [4,5,11,15,17]. It appears that, along with being supportive of the employee, managers walk a fine line coordinating and collaborating with various RTW stakeholders.…”

Section: Discussionmentioning

confidence: 99%

“…Examples of supportive leadership qualities that help employees returning to work include: caring, empathy, protectiveness, competency, problem solving, contact-making, interactiveness [14], and trust [15]. Munir et al [15] identified a range of positive and negative manager behavioral factors and communication skills, and found that managers' positive behaviors were associated with employees' general well-being, job satisfaction, and job performance. Further, negative behaviors were associated with work limitations, lower well-being and distress.…”

Section: Introductionmentioning

confidence: 99%

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Manager Experiences with the Return to Work Process in a Large, Publically Funded, Hospital Setting: Walking a Fine Line

et al. 2015

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Section: Introductionmentioning

confidence: 64%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Manager Experiences with the Return to Work Process in a Large, Publically Funded, Hospital Setting: Walking a Fine Line

et al. 2015

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“…In response to this, practical tools have been developed in the UK to help support an employee diagnosed with cancer throughout their cancer journey in relation to work (Munir et al, 2011, Munir et al, 2012, 2013Yarker et al, 2010). This includes support for an employee taking sick leave and returning to work, or an employee who chooses to continue to work during treatment.…”

mentioning

confidence: 99%

“…This includes support for an employee taking sick leave and returning to work, or an employee who chooses to continue to work during treatment. The Line Manager Behaviour Checklist (Yarker et al, 2010;Munir et al, 2012) was developed for use with a range of chronic conditions, including cancer, and can be accessed by line managers through the Chartered Institute of Personnel Development (CIPD).A specific resource for those diagnosed with cancer is the 'Work it Out' tool (Munir et al, 2011), part of a Toolkit for employees, employers and health professionals, available from the UK Charity Macmillan Cancer Support. This tool allows the employee to feel in control of decision-making by requesting appropriate information and support not just from their line manager, but also from other relevant stakeholders such as human resources and their oncology nurse or consultant (Munir et al, 2011;2013).…”

mentioning

confidence: 99%

Time to act: The challenges of working during and after cancer, initiatives in research and practice

Wells

Amir

Cox³

et al. 2014

European Journal of Oncology Nursing

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A diagnosis of cancer has a significant impact on work and employment. With improvements in cancer treatments more people are surviving longer, and it is estimated that there are approximately 700,000 people of working age with cancer in the UK (Maddams et al., 2009). For cancer survivors, the ability to work is important to maintaining social relationships, selfesteem and psychological well-being. A recent systematic review and meta-synthesis of the qualitative literature on employment and cancer (Wells et al., 2013) found consistent evidence that individuals' experiences of 'return to work' were strongly influenced by the degree to which cancer affected four key factors: self-identity, meaning and significance of work, family and financial context, and work environment. Work often helped people to reestablish normality and a sense of their former selves, but at the same time, self-identity was challenged by the physical and emotional consequences of cancer treatment, as well as others' reactions to changes in appearance, physical or cognitive ability. The meaning and significance that individuals had attached to work before cancer frequently shifted, as they re-evaluated their capabilities and priorities. The influence of financial pressures and family or friends towards maintaining or changing work consistently played a part, and the difficulties of negotiating sick pay, benefits and insurance were frequently mentioned.Finally, the organisational and interpersonal support received within the work environment played a particularly important role in enabling people to talk about and manage the

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Workplace interventions to prevent work disability in workers on sick leave

Vilsteren

Oostrom

Vet

et al. 2015

Cochrane Database of Systematic Reviews

228

199

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We found moderate-quality evidence that workplace interventions reduce time to first RTW, high-quality evidence that workplace interventions reduce cumulative duration of sickness absence, very low-quality evidence that workplace interventions reduce time to lasting RTW, and moderate-quality evidence that workplace interventions increase recurrences of sick leave. Overall, the effectiveness of workplace interventions on work disability showed varying results. Workplace interventions reduce time to RTW and improve pain and functional status in workers with musculoskeletal disorders. We found no evidence of a considerable effect of workplace interventions on time to RTW in workers with mental health problems or cancer.We found moderate-quality evidence to support workplace interventions for workers with musculoskeletal disorders. The quality of the evidence on the effectiveness of workplace interventions for workers with mental health problems and cancer is low, and results do not show an effect of workplace interventions for these workers. Future research should expand the range of health conditions evaluated with high-quality studies.

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Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

Cited by 43 publications

References 30 publications

Manager Experiences with the Return to Work Process in a Large, Publically Funded, Hospital Setting: Walking a Fine Line

Manager Experiences with the Return to Work Process in a Large, Publically Funded, Hospital Setting: Walking a Fine Line

Time to act: The challenges of working during and after cancer, initiatives in research and practice

Workplace interventions to prevent work disability in workers on sick leave

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