Pub Date : 2021-05-11DOI: 10.1007/978-3-658-33334-8_7
Anne Rosken
{"title":"Vorteile eines gelingenden DisAbility-Managements","authors":"Anne Rosken","doi":"10.1007/978-3-658-33334-8_7","DOIUrl":"https://doi.org/10.1007/978-3-658-33334-8_7","url":null,"abstract":"","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82091128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-05-11DOI: 10.1007/978-3-658-33334-8_8
Anne Rosken
{"title":"Voraussetzungen für eine erfolgreiche Implementierung","authors":"Anne Rosken","doi":"10.1007/978-3-658-33334-8_8","DOIUrl":"https://doi.org/10.1007/978-3-658-33334-8_8","url":null,"abstract":"","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75533575","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Purpose: Long-term sickness absence is a significant human and economic cost in many countries, including Sweden making research on factors which impact on return to work (RTW) relevant. This study has two aims: (1) provide an overview of factors that impact RTW expectations in a national sample of Swedish workers on long-term sickness absence; and (2) gain an understanding of the interrelationships among these factors using a socioecological framework and decision tree analysis. Method: A survey, designed to capture information about demographic variables, health and work ability, workplace contact, supervisor support and expectations of return to work, was mailed to 1,112 randomly selected sick-listed people in Sweden and completed by 534, representing a response rate of 48%. Results: The most important factors affecting RTW expectations were work ability and burnout. Employees reporting high levels of work ability were more likely to expect to RTW compared to those reporting low levels, and this was dependent on their relative burnout score. Those with a high burnout score were less likely to expect to RTW, while for those with a low burnout score RTW expectations were dependent on age, country of birth, and supervisor support. For young employees reporting low work ability and low burnout score, RTW expectations were lower. Conclusions: Our results suggest a more nuanced approach to delivery of RTW services is required, whereby practitioners need to understand the socioecology of the range of factors that impact RTW expectations. The use of decision tree analysis facilitates this understanding by describing the interrelationships between these factors.
{"title":"Interrelated Factors for Return to Work of Sick-Listed Employees in Sweden","authors":"J. Selander, Jing Sun, Åsa Tjulin, N. Buys","doi":"10.1017/idm.2020.7","DOIUrl":"https://doi.org/10.1017/idm.2020.7","url":null,"abstract":"Abstract Purpose: Long-term sickness absence is a significant human and economic cost in many countries, including Sweden making research on factors which impact on return to work (RTW) relevant. This study has two aims: (1) provide an overview of factors that impact RTW expectations in a national sample of Swedish workers on long-term sickness absence; and (2) gain an understanding of the interrelationships among these factors using a socioecological framework and decision tree analysis. Method: A survey, designed to capture information about demographic variables, health and work ability, workplace contact, supervisor support and expectations of return to work, was mailed to 1,112 randomly selected sick-listed people in Sweden and completed by 534, representing a response rate of 48%. Results: The most important factors affecting RTW expectations were work ability and burnout. Employees reporting high levels of work ability were more likely to expect to RTW compared to those reporting low levels, and this was dependent on their relative burnout score. Those with a high burnout score were less likely to expect to RTW, while for those with a low burnout score RTW expectations were dependent on age, country of birth, and supervisor support. For young employees reporting low work ability and low burnout score, RTW expectations were lower. Conclusions: Our results suggest a more nuanced approach to delivery of RTW services is required, whereby practitioners need to understand the socioecology of the range of factors that impact RTW expectations. The use of decision tree analysis facilitates this understanding by describing the interrelationships between these factors.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74758566","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Background: Early withdrawal from the workforce is associated with a diagnosis of multiple sclerosis (MS), with employment retention rates also lower than in the general population. Despite legal requirements, equality in the workplace for people with MS has not been achieved. Disclosure of multiple sclerosis at work is essential for the implementation of accommodations enabling employment retention. Method: An interpretive descriptive study explored participants’ decision to disclose or not disclose their diagnosis of multiple sclerosis and the implications this had on work participation and working relationships. Semistructured interviews were used to collect data from 6 participants. Results: Three themes were identified, using a reflective approach to analysis, from the data: (a) Accommodations; (b) Workplace Relationships; and (c) Balancing Work and Home Life. Participants had mixed experiences of disclosing their diagnosis. Findings supported the implementation of workplace accommodations including physical, cognitive, and structural supports. Concealment of MS was associated with fear of workplace stigmatisation. Conclusion: Disclosure is multidimensional and subjective. It is based on personal, systematic, and social factors. This study was limited by the small number of participants and not including stakeholders in the creation of the topic guide. The results are important for those involved in supporting people with multiple sclerosis to remain in the workplace.
{"title":"Disclosing a Diagnosis in the Workplace: Perspective of People With Multiple Sclerosis","authors":"L. Gill, S. Hynes","doi":"10.1017/idm.2021.1","DOIUrl":"https://doi.org/10.1017/idm.2021.1","url":null,"abstract":"Background: Early withdrawal from the workforce is associated with a diagnosis of multiple sclerosis (MS), with employment retention rates also lower than in the general population. Despite legal requirements, equality in the workplace for people with MS has not been achieved. Disclosure of multiple sclerosis at work is essential for the implementation of accommodations enabling employment retention. Method: An interpretive descriptive study explored participants’ decision to disclose or not disclose their diagnosis of multiple sclerosis and the implications this had on work participation and working relationships. Semistructured interviews were used to collect data from 6 participants. Results: Three themes were identified, using a reflective approach to analysis, from the data: (a) Accommodations; (b) Workplace Relationships; and (c) Balancing Work and Home Life. Participants had mixed experiences of disclosing their diagnosis. Findings supported the implementation of workplace accommodations including physical, cognitive, and structural supports. Concealment of MS was associated with fear of workplace stigmatisation. Conclusion: Disclosure is multidimensional and subjective. It is based on personal, systematic, and social factors. This study was limited by the small number of participants and not including stakeholders in the creation of the topic guide. The results are important for those involved in supporting people with multiple sclerosis to remain in the workplace.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88335719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.1007/978-3-658-33334-8_11
Anne Rosken
{"title":"Zusammenfassung und Ausblick","authors":"Anne Rosken","doi":"10.1007/978-3-658-33334-8_11","DOIUrl":"https://doi.org/10.1007/978-3-658-33334-8_11","url":null,"abstract":"","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84270768","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Research on the employment experiences of persons with disabilities on a global level indicates that this group is faced with the challenge of inclusion in the workplace. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people’s organisations, compliance with legislation appears to have failed to ensure that employment targets are met. As a response to these challenges, this study explored the early inclusion experiences of persons with disabilities in the workplace via a qualitative, explorative, case study. Semi-structured interviews were conducted with 12 people with a range of different disabilities and working for different organisations, in order to provide insight into the initial experiences of inclusion for persons with disabilities in the workplace. Findings showed challenges in induction and orientation practices, struggles with disclosure of disability to coworkers, a desire to strive for ‘normality’, and frustration and vulnerability in the workplace. Taken together, the findings point to the importance of early experiences of inclusion in the workplace – that is, inclusionary practices during the employee induction phase. This study offers insights to organisations and management practitioners for the promotion of better employment experiences. Recommendations include the appointment of a disability champion to account for disability equity within the organisation, the development of more inclusive recruitment and orientation practices, drawing on coworkers for support, and the active involvement of persons with disabilities in shaping onboarding processes. Embarking on these steps may ultimately result in a more diverse workforce within South Africa.
{"title":"Inclusion at the Workplace: An Exploratory Study of People with Disabilities in South Africa","authors":"Armand Bam, L. Ronnie","doi":"10.1017/idm.2020.5","DOIUrl":"https://doi.org/10.1017/idm.2020.5","url":null,"abstract":"Abstract Research on the employment experiences of persons with disabilities on a global level indicates that this group is faced with the challenge of inclusion in the workplace. While South Africa has a well-defined legislative framework that has been determined in consultation with disabled people’s organisations, compliance with legislation appears to have failed to ensure that employment targets are met. As a response to these challenges, this study explored the early inclusion experiences of persons with disabilities in the workplace via a qualitative, explorative, case study. Semi-structured interviews were conducted with 12 people with a range of different disabilities and working for different organisations, in order to provide insight into the initial experiences of inclusion for persons with disabilities in the workplace. Findings showed challenges in induction and orientation practices, struggles with disclosure of disability to coworkers, a desire to strive for ‘normality’, and frustration and vulnerability in the workplace. Taken together, the findings point to the importance of early experiences of inclusion in the workplace – that is, inclusionary practices during the employee induction phase. This study offers insights to organisations and management practitioners for the promotion of better employment experiences. Recommendations include the appointment of a disability champion to account for disability equity within the organisation, the development of more inclusive recruitment and orientation practices, drawing on coworkers for support, and the active involvement of persons with disabilities in shaping onboarding processes. Embarking on these steps may ultimately result in a more diverse workforce within South Africa.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87571257","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract Background: In 2013, the Canadian Standards Association (CSA) released national, comprehensive guidelines for psychological health in the workplace. Nevertheless, follow-up surveys report poor uptake of the guidelines, particularly within the manufacturing sector, despite recent Workplace Safety and Insurance Tribunal (WSAIT) decisions that place greater responsibilities on employers to protect employees from psychological injury. Hence, this program of research has focused on the context of the work environment with a goal to better understand and inform current application of healthy workplace practices and policies. The overarching premise is that the full potential of a healthy workplace is optimised when set within a specific climate that values the health of workers. Therefore, Phase 1 reported the development of a workplace scale measuring a domain-specific climate for healthy practices in the workplace. Phase 2, reported here, tests the differential influence of culture, leadership and social climate on workers’ perceptions of healthy workplace practices and occupational bond. Method: Self-reported measures of culture, leadership social climate, healthy workplace practices and occupational bond from 162 participants were analysed to test the organisation’s culture, climate, leadership and practices as internal processes that influence the development of a healthy workplace Results: Adequately powered (N = 162), the mediational analyses demonstrated the significance of the proximal work environment of climate over the distal influence of culture and leadership. The key results demonstrate that the proximal environment has a significant influence on how workers perceive their workplaces. This has implications for the implementation of the guidelines for healthy workplaces.
{"title":"The Importance of Organizational Climate in Healthy Workplaces: Considerations for Disability Management","authors":"Gabrielle McHugh","doi":"10.1017/idm.2020.2","DOIUrl":"https://doi.org/10.1017/idm.2020.2","url":null,"abstract":"Abstract Background: In 2013, the Canadian Standards Association (CSA) released national, comprehensive guidelines for psychological health in the workplace. Nevertheless, follow-up surveys report poor uptake of the guidelines, particularly within the manufacturing sector, despite recent Workplace Safety and Insurance Tribunal (WSAIT) decisions that place greater responsibilities on employers to protect employees from psychological injury. Hence, this program of research has focused on the context of the work environment with a goal to better understand and inform current application of healthy workplace practices and policies. The overarching premise is that the full potential of a healthy workplace is optimised when set within a specific climate that values the health of workers. Therefore, Phase 1 reported the development of a workplace scale measuring a domain-specific climate for healthy practices in the workplace. Phase 2, reported here, tests the differential influence of culture, leadership and social climate on workers’ perceptions of healthy workplace practices and occupational bond. Method: Self-reported measures of culture, leadership social climate, healthy workplace practices and occupational bond from 162 participants were analysed to test the organisation’s culture, climate, leadership and practices as internal processes that influence the development of a healthy workplace Results: Adequately powered (N = 162), the mediational analyses demonstrated the significance of the proximal work environment of climate over the distal influence of culture and leadership. The key results demonstrate that the proximal environment has a significant influence on how workers perceive their workplaces. This has implications for the implementation of the guidelines for healthy workplaces.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82880851","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Anna Melissa Romualdez, Katie Yirrell, A. Remington
Individuals with additional needs, such as learning disabilities, face a crisis of unemployment in the United Kingdom (UK). Many of these individuals encounter few adult services that are in place to address their support needs. Supported work internship programs are one attempt to address this crisis. One such program for young people with learning disabilities is the Project SEARCH model. Though a number of research studies have explored the efficacy of the Project SEARCH model, the reported markers of success (e.g., subsequent employment rates) have not taken into account first-hand participant experiences. The current study aimed to establish whether participant views were consistent with the previously reported, positive, quantitative measures. We explored the views of seven interns, aged 17 to 24 years, with various learning difficulties, and three job coaches who were involved in the program from September 2017 to June 2018. Semistructured interviews were conducted and analysed using thematic analysis. Participants revealed meaningful experiences for those involved, positive self-development, and renewed aspirations for the future. The value of a strong and consistent support network involving family members, job coaches, coworkers, and supervisors was highlighted. The study also found ongoing challenges associated with the scheme. These centred on concerns that interns’ abilities were being underestimated, the impact of a reduction/withdrawal of support at the conclusion of the program, and the barriers to finding subsequent competitive employment for interns. The research highlights the value of eliciting participant voice within research, and discusses how the findings can be used to further develop supported work internship programs.
{"title":"Exploring Participants’ Views on a Supported Work Internship Program for Autistic and Learning Disabled Young People","authors":"Anna Melissa Romualdez, Katie Yirrell, A. Remington","doi":"10.1017/idm.2020.4","DOIUrl":"https://doi.org/10.1017/idm.2020.4","url":null,"abstract":"Individuals with additional needs, such as learning disabilities, face a crisis of unemployment in the United Kingdom (UK). Many of these individuals encounter few adult services that are in place to address their support needs. Supported work internship programs are one attempt to address this crisis. One such program for young people with learning disabilities is the Project SEARCH model. Though a number of research studies have explored the efficacy of the Project SEARCH model, the reported markers of success (e.g., subsequent employment rates) have not taken into account first-hand participant experiences. The current study aimed to establish whether participant views were consistent with the previously reported, positive, quantitative measures. We explored the views of seven interns, aged 17 to 24 years, with various learning difficulties, and three job coaches who were involved in the program from September 2017 to June 2018. Semistructured interviews were conducted and analysed using thematic analysis. Participants revealed meaningful experiences for those involved, positive self-development, and renewed aspirations for the future. The value of a strong and consistent support network involving family members, job coaches, coworkers, and supervisors was highlighted. The study also found ongoing challenges associated with the scheme. These centred on concerns that interns’ abilities were being underestimated, the impact of a reduction/withdrawal of support at the conclusion of the program, and the barriers to finding subsequent competitive employment for interns. The research highlights the value of eliciting participant voice within research, and discusses how the findings can be used to further develop supported work internship programs.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2020-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88807814","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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