Role and Responsibilities of Supervisors in the Sustainable Return to Work of Workers Following a Work-Related Musculoskeletal Disorder

Nastasia, Iuliana; Coutu, Marie‐France; Rives, Romain; Dubé, Jessica; Gaspard, S; Quilicot, Audrey

doi:10.1007/s10926-020-09896-w

Cited by 12 publications

(15 citation statements)

References 32 publications

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“…In addition, we found that instrumental support and informational support are also critical throughout the RTW process, but also develop over time. For instance, the provision of work accommodations depends on the RTW phase, which is also found by other studies [16,35]. Our study differs in the finding that employers can implement the instrumental support in an informal and formal way.…”

Section: Discussionsupporting

confidence: 52%

“…Moreover, we were able to include a 2-year sick leave and RTW process, whereas previous qualitative studies focused on a shorter period [9]. Studies that did focus on the three phases, including sustainable RTW, showed some similar findings regarding concrete actions employers undertake [16,[33][34][35]. For example, our study showed that emotional support is critical throughout the RTW process, similar to a study by [11], but different from a study [36] who found that the emotional support 1 3 from supervisors is relevant in the RTW-phase and not in the other phases.…”

Section: Discussionmentioning

confidence: 78%

“…It is important that employers coordinate specific actions aimed at facilitating sustainable RTW [15]. During the post-RTW phase, communication with the worker is vital in the process towards sustainable employability [16].…”

Section: Introductionmentioning

confidence: 99%

“…In addition, most interview studies explored employer support only from the perspective of the workers [17][18][19], instead of focusing on the perspective of employers. Although a few studies did include the employers' perspective on the RTW process [20,21], these studies focused only on the long-term sickness absence phase, and did not include all phases of the RTW process. Other studies of employer perspectives mainly focused on barriers and facilitators of workers who were unable to continue working [19], instead of focusing on cases where workers were able to stay in the labor market.…”

Section: Introductionmentioning

confidence: 99%

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Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

et al. 2022

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Purpose Employers play an important role in facilitating sustainable return to work (RTW) by workers with disabilities. The aim of this qualitative study was to explore how employers who were successful in retaining workers with disabilities at work fulfilled their supportive role, and which facilitators were essential to support these workers throughout the RTW process. Methods We conducted a semi-structured interview study among 27 employers who had experience in retaining workers with disabilities within their organization. We explored the different phases of RTW, from the onset of sick leave until the period, after 2-years of sick-leave, and when they can apply for disability benefit. We analyzed data by means of thematic analysis. ResultsWe identified three types of employer support: (1) instrumental (offering work accommodations), ( 2) emotional (encouragement, empathy, understanding) and ( 3) informational (providing information, setting boundaries). We identified three facilitators of employer support (at organizational and supervisor levels): (1) good collaboration, including (in)formal contact and (in)formal networks; (2) employer characteristics, including supportive organizational culture and leadership skills; and (3) worker characteristics, including flexibility and self-control. Conclusions Employers described three different possible types of support for the worker with disabilities: instrumental, emotional, and informational. The type and intensity of employer support varies during the different phases, which is a finding that should be further investigated. Good collaboration and flexibility of both employer and worker were reported as facilitators of optimal supervisor/worker interaction during the RTW process, which may show that sick-listed workers and their supervisors have a joint responsibility for the RTW process. More insight is needed on how this supervisor/worker interaction develops during the RTW process.

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Section: Discussionsupporting

confidence: 52%

Section: Discussionmentioning

confidence: 78%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

et al. 2022

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“…The process for a successful RTW after being on sick leave may involve challenges for the employee and the employer, as well as the co-workers of the sick-listed employee [ 24 ]. The collaboration and involvement of stakeholders, including the employer, are of importance for a successful and sustainable RTW [ 21 , 25 , 26 , 27 ]. A recent systematic review investigating which interventions are the most effective for chronic pain patients’ RTW and staying at work further highlights the importance of a tailored adaptation to the employee’s needs at the workplace [ 25 ].…”

Section: Introductionmentioning

confidence: 99%

Including a Three-Party Meeting Using the Demand and Ability Protocol in an Interdisciplinary Pain Rehabilitation Programme for a Successful Return to Work Process

Aili

Hellman

Svartengren

et al. 2022

IJERPH

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The Demand and Ability Protocol (DAP) is used in three-party meetings involving an employee, an employer, and a representative from the rehabilitation team. The aim of this study is to investigate the inclusion of an intervention using the DAP in an interdisciplinary pain rehabilitation programme (IPRP) compared to usual care. This non-randomised controlled trial included patients assigned to an IPRP in Sweden. The intervention group received a DAP intervention targeting their work situation in addition to the usual care provided by the IPRP. The control group received IPRP only. Outcome measures were collected from the Swedish Quality Registry for Pain Rehabilitation. Results demonstrated improvements in both groups regarding self-reported anxiety, depression and EQ5D. Sleep was improved in the intervention group but not in the control group. No statistical differences in outcomes were observed between the groups. In conclusion, adding the DAP intervention to IPRP seemed to have the potential to improve sleep among the patients, which may indicate an overall improvement regarding health outcomes from a longer perspective. The results were less clear, however, regarding the work-related outcomes of sickness absence and workability.

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A Standpoint Approach to Return-to-Work Coordination: Understanding Union Roles

et al. 2022

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Role and Responsibilities of Supervisors in the Sustainable Return to Work of Workers Following a Work-Related Musculoskeletal Disorder

Cited by 12 publications

References 32 publications

Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

Exploring Employer Perspectives on Their Supportive Role in Accommodating Workers with Disabilities to Promote Sustainable RTW: A Qualitative Study

Including a Three-Party Meeting Using the Demand and Ability Protocol in an Interdisciplinary Pain Rehabilitation Programme for a Successful Return to Work Process

A Standpoint Approach to Return-to-Work Coordination: Understanding Union Roles

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