The contribution of employer characteristics to continued employment of employees with residual work capacity: evidence from register data in The Netherlands

Ooijen, Raun van; Koning, Pierre; Boot, Cécile R. L.; Brouwer, Sandra

doi:10.5271/sjweh.3961

Cited by 9 publications

(20 citation statements)

References 37 publications

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“…For employer size, the evidence is inconsistent (Jansen et al, 2021). Some studies found that working for a large employer is positively associated with RTW, retention, or continued employment (Hannerz et al, 2012;Prang et al, 2016;Schneider et al, 2016;van Ooijen et al, 2021); others found that working for a smaller employer is positively associated with early RTW or continued employment, or that small workplaces had lower entry into certified absence (Faucett et al, 2000;Krause et al, 2001;Holm et al, 2007;Markussen et al, 2011); or no association was found at all (Cooper et al, 2013;Høgelund and Holm, 2014;Bacon and Hoque, 2022). The inconsistent evidence can probably be partially explained by different definitions of employer sizes between studies, as definitions can vary according to national standards.…”

Section: Literature Reviewmentioning

confidence: 99%

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

Ulstein¹

2023

Social Policy and Society

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Both literature and public policy on work inclusion has shifted towards the demand-side, which recognises that employer engagement is crucial to increase labour market participation and sustained employment for vulnerable groups. Research shows, however, that the implemented demand-side policies have been less than effective. This opens a discussion about barriers to implementation in terms of relevant employer characteristics. By use of Norwegian register data, this article estimates the impact of employer size and extent of implemented disability policies on probability of sustaining employment for workers with reduced capacity, finding that employer size negatively impacts probability of sustaining employment. Extent of implemented disability policies positively impacts probability of sustaining employment, irrespective of employer size. I argue that systematically considering these characteristics can help identify how and where to improve the position of workers with reduced capacity and discuss the implications for public policy.

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Section: Literature Reviewmentioning

confidence: 99%

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

Ulstein¹

2023

Social Policy and Society

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“…that organizations have policies on training and development, or supporting technologies to facilitate learning [33]. Moreover, from this study, it is not clear whether the size of the company or type of workplaces influences the guidance of supervisors, while research shows that this could have an effect on employment [34]. Studies that examined the differences between supported and sheltered workplaces showed that employees in supported workplaces are more satisfied with their job than employees in sheltered workplaces [17].…”

Section: Implications For Research and Practicementioning

confidence: 84%

“I noticed that when I have a good supervisor, it can make a Lot of difference.” A Qualitative Study on Guidance of Employees with a Work Disability to Improve Sustainable Employability

et al. 2022

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Purpose For employees with a work disability adequate daily guidance from supervisors is key for sustainable employability. Supervisors often lack expertise to guide this group of employees. Mentorwijs (literal translation: Mentorwise) is a training for supervisors to improve the guidance of employees with a work disability. The aim of this study was to investigate the experiences of employees with a work disability regarding: (1) the guidance from their supervisors (who followed the Mentorwijs training), (2) which differences they notice in the guidance due to the Mentorwijs training, and (3) what kind of aspects they consider important in their guidance to achieve sustainable employability. Methods A qualitative study was performed with semi-structured (group) interviews among twenty-one employees with a work disability. Thematic analysis was performed to analyze the data. Results Themes that followed from the interviews were: (1) work tasks and conditions can facilitate or hinder sustainable employability: (2) relationships among employees and with supervisors can affect sustainable employability; (3) a desire for new opportunities and challenges; and (4) a need for supervisor skills to facilitate sustainable employability, i.e. appreciation, availability of help, dealing with problems, listening, attitude and communication. According to employees, changes were mainly noticed in supervisor skills. Conclusions Employees with a work disability were very satisfied with the guidance of supervisors who followed the Mentorwijs training. To improve sustainable employability, training of supervisors should focus more on adequate work conditions, providing employees opportunities to learn new work tasks and improving supervisors’ skills regarding appreciation, attitude and communication.

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“…Management of work disability is a universal problem,1 2 while premature termination of careers due to work disability is one of the major socioeconomic challenges globally 3. However, the solutions and the activity to manage work disability may differ across countries 1 2 4. Generally, the emphasis of occupational healthcare (OHC) is to promote healthy workplaces and prevent accidents and hazards in workplaces,5 but the ageing of the workforce also calls for active preventive interventions of OHC units 6…”

Section: Introductionmentioning

confidence: 99%

“…This means an active collaboration between the workplace and OHC unit in the work ability management process 23 24. Employers’ (supervisors’) level of activity in work ability management differs, being lowest in small enterprises and low-wage service-oriented sectors 4. Supervisors’ activity and skills affect work-related sickness absence and disability retirement incidence 25.…”

Section: Introductionmentioning

confidence: 99%

“…23 24 Employers’ (supervisors’) level of activity in work ability management differs, being lowest in small enterprises and low-wage service-oriented sectors. 4 Supervisors’ activity and skills affect work-related sickness absence and disability retirement incidence. 25 According to the report of the Organisation for Economic Co-operation and Development from 27 countries in 2010, a combination of obligations and financial incentives for employers can reduce both sickness absence and disability rates.…”

Section: Introductionmentioning

confidence: 99%

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Health check-ups as interventions for work disability management: supervisors and occupational healthcare follow the recommendations to a great extent

Kuronen¹,

Winell

Kopra

et al. 2023

Occup Environ Med

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ObjectivesWork disability management is a problem globally. This study was designed to find out whether the initiation, process and outcome of health check-ups (HCUs) follow the national legislation and whether supervisors and occupational healthcare (OHC) units act according to the legislation-based recommendations.MethodsData of 1092 employees with reduced work ability were collected during 2013–2018 in 15 OHC units across Finland. Nine reasons for HCUs, eight process activities and three recommendations were analysed. Cross-tabulation and multinomial logistic regression analysis were used in the analyses.ResultsEmployees themselves initiated an HCU for early support more often (OR with 95% CI 2.37; 1.04 to 5.40) compared with supervisors. Personnel in OHC units initiated an HCU in musculoskeletal disorders more often (OR 1.58; 95% CI 1.05 to 2.37) and in mental disorders less often (OR 0.52; 95% CI 0.35 to 0.76) compared with supervisors. These findings were reflected in the recommendations after the HCU, where rehabilitation was recommended for employees with musculoskeletal disorders more often than for employees with mental disorders (ORs 5.48; 95% CI 1.91 to 15.67 and 1.59; 95% CI 0.74 to 3.43, respectively).ConclusionSupervisors and OHC units followed the recommendations for management of work disability to a great extent. Employees were active in looking for help early when they had problems with work ability. This positive finding should be promoted even more. OHC units did not initiate HCUs or recommend rehabilitation in mental disorders as actively as they did in musculoskeletal disorders. Support of employees with mental disorders should be improved and studied more.Registration of the studyThe study protocol was approved and registered on 22 September 2017 by the Doctoral Program of Health Sciences, Faculty of Medicine, University of Eastern Finland, registration no. 189067.

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The contribution of employer characteristics to continued employment of employees with residual work capacity: evidence from register data in The Netherlands

Cited by 9 publications

References 37 publications

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

The Impact of Employer Characteristics on Sustaining Employment for Workers with Reduced Capacity: Evidence from Norwegian Register Data

“I noticed that when I have a good supervisor, it can make a Lot of difference.” A Qualitative Study on Guidance of Employees with a Work Disability to Improve Sustainable Employability

Health check-ups as interventions for work disability management: supervisors and occupational healthcare follow the recommendations to a great extent

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