Theoretical perspectives upon the return to work of cancer patients: The difficult path of integration in the organization

Abstract

The present article follows an in-depth analysis of several relevant articles and major findings concerning the return to work of cancer patients, in various situations, from a manager and patient point of view, putting into discussion the effects and consequences of different factors that may influence the well-being of the patient at work and impact the organizational life. The concepts of returning to work and integration are scarcely analysed throughout the scholarly literature in the case of employees diagnosed with cancer, due to several reasons presented in the paper: from the complex topic of investigation that many studies fail to approach in terms of confidentiality, technical, ethical and moral grounds to the specific and difficult apparatus for research in the case of an even more complex, multiple instances and personalized manifestation long-term illness. In conclusion, the general framework solicits for a more integrated model of research and future multi-facet schemes for interventions, considering that there is a general consensus focusing on the need for connecting the health services with the employee and employer level, alongside stakeholders’ active participation.

Supporting employers to enhance the return to work of cancer survivors: development of a web-based intervention (MiLES intervention)

“…Also, an employer's lack of knowledge of cancer and inadequate communication skills, as well as inflexible national and organizational policies, might prevent the employer from giving appropriate RTW support to the cancer survivor [17,18]. Several studies therefore recommend providing employers with guidelines and other supportive interventions to enhance the RTW of cancer survivors [2,[16][17][18][19][20][21][22][23][24][25][26][27]. As there was a lack of scientifically sound interventions targeting employerswhich might well be the missing link in efforts to optimize the work participation of cancer survivors [16,21] we developed one, namely, the MiLES ("the Missing Link: optimizing the return to work of Employees diagnosed with cancer, by Supporting employers") intervention.…”

Work adjustment of cancer survivors: An organisational support framework

“…Participants also emphasised the importance of information for their employers and co-workers to facilitate understanding and decision-making relevant to the cancer employee's work adjustment. Previous studies also indicate that line managers and colleagues should be equipped with information regarding the cancer survivor's work ability to be able to give the necessary support (Popa, 2015;Yarker et al, 2010). The participants experience knowledge about the disease as an important requirement for both employers and co-workers in the RTW process.…”

“…The participants experience knowledge about the disease as an important requirement for both employers and co-workers in the RTW process. Similarly, Popa (2015) notes that proper information will lead to awareness and will generate pro-active behaviour and supportive attitudes in the work environment. In response, the organisation should allow alternative work accommodation and provide practical benefit strategies by revising leave benefits and work hours and creating transitional work (Mitchell & Bruen, 2008).…”

“…Apart from clarifying available resources and support and how to access these, a policy guides management to ensure that cancer employees are managed in a consistently fair manner (Nowrouzi et al, 2009). The RTW policy should delineate relevant RTW adjustment information (Popa, 2015), emotional support and resources available, a tailored performance management procedure and allowance of alternative work accommodation or job restructuring.…”