Work Accommodations: A Social Perspective

Kwan, Hanah C.; Schultz, Izabela Z.

doi:10.1007/978-1-4899-7627-7_15

Cited by 8 publications

(5 citation statements)

References 98 publications

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“…This indicates that the influence of a considerate leadership style on supervisor support for accommodations can be enhanced by ensuring a positive workplace social environment. This corroborates the findings by Kwan and Schultz that identified trust as a critical core element in the return to work accommodation process [46].…”

Section: Discussionsupporting

confidence: 91%

Supervisor and Organizational Factors Associated with Supervisor Support of Job Accommodations for Low Back Injured Workers

et al. 2016

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PURPOSE-Temporary job accommodations contribute to the prevention of chronic work disability due to low back pain (LBP) through the facilitation of early return to work; yet, workplace dimensions of job accommodation are poorly understood. The objective of this study was to determine supervisor and organizational factors associated with supervisors' support for temporary job accommodations for LBP injured workers. METHODS-Supervisorswere recruited from 19 workplaces in the USA and Canada and completed an online survey regarding job accommodation practices and potential associated factors with respect to a case vignette of a worker with LBP. Multivariable linear regression was used to identify the most parsimonious set of factors associated with supervisors' support for accommodations. RESULTS-

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Section: Discussionsupporting

confidence: 91%

Supervisor and Organizational Factors Associated with Supervisor Support of Job Accommodations for Low Back Injured Workers

et al. 2016

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“…Last, the measures on knowledge of the ADA and accommodation were self-perceived measures. Although previous studies identified the importance of individuals' self-perceptions of these factors on behaviors related to accommodation requests (Gates, 2000;Kwan & Schultz, 2016), future research may consider using objective measures to assess knowledge of the ADA and accommodations.…”

Section: Limitationsmentioning

confidence: 99%

Assessing Workplace Accommodation Requests Among Older Workers

Dong

2017

Rehabilitation Counseling Bulletin

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The workforce in the United States is becoming "gray." The ratio of workers of age 50 or older among the whole working population will be 1 to 4 by the year 2030 (U.S. Census Bureau, 2010). Furthermore, the percentage of the U.S. workforce between the ages of 55 and 64 is growing faster than that for any other age group (Strack, Baier, & Fahlander, 2008). With the trend of the graying workforce, sustaining productive employment and enhancing job satisfaction among older workers is beneficial to them, their families, businesses, and society. Businesses have identified the benefits of retaining older workers, including more work experience, higher employee morale, and lower turnover rate than other age cohorts (Ritter, 2012). Maintaining productive employment past age 50 is also associated with improved overall health and maintenance of social and community participation (Christ et al., 2007). Finally, optimizing opportunities for older workers to maintain workplace productivity reduces the likelihood of their seeking long-term disability benefits (Loy, n.d.). However, the chance of acquiring functional limitations increases dramatically as one ages. For example, older age is associated with a higher prevalence of sensory or cognitive impairments (

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“… 58 Generally, stakeholder cooperation is effective if the individuals involved exercise trust and establish credibility by following through with formalized programs. 43 , 51 The RTW process requires a coordinated and integrated approach involving all interested parties, 61 with shared decision-making, 18 particularly within work teams, 64 but this level of coordination and communication can be difficult to manage until time off work accumulates to months or years or the level of disability is extreme. The value of implementing an agreed protocol promoting active collaboration between key stakeholders to address identified psychological and workplace factors for delayed RTW has been clearly demonstrated.…”

Section: Employment Systemsmentioning

confidence: 99%