The Influence of Employer Support on Employee Management of Chronic Health Conditions at Work

Munir, Fehmidah; Randall, Raymond; Yarker, Joanna; Nielsen, Karina

doi:10.1007/s10926-009-9199-7

Cited by 50 publications

(33 citation statements)

References 44 publications

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“…For example, Tveito et al [5] found that workers with pain could better manage their pain at the workplace when they experienced support at the workplace. Munir et al [19] found a relationship between line manager support and the self-managing behaviors at work and workers' self-efficacy in making work adjustments to better manage their chronic illness at work. They also found an influence of occupational health support on self-efficacy for making work adjustments.…”

Section: Discussionmentioning

confidence: 99%

Workers with health problems: three perspectives on functioning at work

Abma

Bültmann

Varekamp³

et al. 2012

Disability and Rehabilitation

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Section: Discussionmentioning

confidence: 99%

Workers with health problems: three perspectives on functioning at work

Abma

Bültmann

Varekamp³

et al. 2012

Disability and Rehabilitation

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“…39 Finally, there may be strategies to support people with diabetes in their working lives, although this is a relatively underresearched area. 40 Both the public and private sectors could contribute to these interventions. The potential also exists for partnerships between the parties, as the benefits are likely to be shared by both.…”

Section: Policy Implicationsmentioning

confidence: 99%

Diabetes Associated With Early Labor-Force Exit: A Comparison Of Sixteen High-Income Countries

et al. 2014

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The economic burden of diabetes and the effects of the disease on the labor force are of substantial importance to policy makers. We examined the impact of diabetes on leaving the labor force across sixteen countries, using data about 66,542 participants in the Survey of Health, Ageing and Retirement in Europe; the US Health and Retirement Survey; or the English Longitudinal Study of Ageing. After matching people with diabetes to those without the disease in terms of age, sex, and years of education, we used Cox proportional hazards analyses to estimate the effect of diabetes on time of leaving the labor force. Across the sixteen countries, people diagnosed with diabetes had a 30 percent increase in the rate of labor-force exit, compared to people without the disease. The costs associated with earlier labor-force exit are likely to be substantial. These findings further support the value of greater public-and privatesector investment in preventing and managing diabetes.

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“…Studies suggest that, despite improvements in treatment for rheumatic diseases, many individuals continue to report difficulties working, have elevated absenteeism rates, and report reduced productivity (1)(2)(3)(4). In addition to the physical symptoms of the disease creating difficulties for people in remaining employed, factors like job stress, symptom unpredictability, disruptions to work because of time needed for treatment, and employment factors like a lack of job control and absence of workplace support can create barriers to working (5)(6)(7)(8)(9)(10)(11)(12)(13)(14)(15)(16)(17)(18)(19)(20).…”

Section: Introductionmentioning

confidence: 99%

Availability, Need for, and Use of Work Accommodations and Benefits: Are They Related to Employment Outcomes in People With Arthritis?

Gignac

Cao

McAlpine

2015

Arthritis Care & Research

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ObjectiveTo examine the availability, need, and use of workplace policies for workers with osteoarthritis (OA) and inflammatory arthritis (IA) and their association with employment outcomes.MethodsParticipants (n = 219) were employed, ages ≥25 years, and diagnosed with OA or IA. They were recruited through community advertising and rheumatology clinics in 2 Canadian provinces. Respondents completed a 35–45‐minute telephone interview assessing demographics (age, sex), health (diagnosis, pain, activity limitations), work context (job control), employment outcomes (workplace activity limitations, absenteeism, productivity losses, reduced hours), benefits (extended health, short‐term leaves), and accommodations (flexible hours, modified schedules, special equipment/adaptations, work‐at‐home arrangements). Regression analyses examined differences in benefit/accommodation need and use.ResultsMany participants reported that arthritis impacted their work. But with the exception of extended health benefits, ∼50–65% of participants reported not needing each individual benefit/accommodation, although only 7.3% of respondents reported needing no benefits or accommodations at all. Greater job control and education were associated with greater perceived need and use of benefits/accommodations. Need was also associated with greater activity limitations, and disclosure of arthritis was related to use of benefits/accommodations. Participants needing but not using workplace policies often had significantly poorer employment outcomes compared to those using benefits/accommodations.ConclusionFindings are relevant to workers with arthritis and to employers. Results suggest that individuals with arthritis are unlikely to be a drain on workplace resources. Many individuals do not use benefits/accommodations until needed, and among those using them, there were generally positive relationships with diverse employment outcomes.

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The Influence of Employer Support on Employee Management of Chronic Health Conditions at Work

Cited by 50 publications

References 44 publications

Workers with health problems: three perspectives on functioning at work

Workers with health problems: three perspectives on functioning at work

Diabetes Associated With Early Labor-Force Exit: A Comparison Of Sixteen High-Income Countries

Availability, Need for, and Use of Work Accommodations and Benefits: Are They Related to Employment Outcomes in People With Arthritis?

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