M. K. Hasan, Mahfuz Ashraf, Padmanesan Narasimhan, R. Aggarwal
Information and communication technologies (ICTs) have become an element of strategic importance to all countries. Researchers argue that ICTs may open up new avenues for economic growth, competitiveness and human development. It is widely recognised that ICTs have the potential of overcoming many of the barriers faced by people with visual impairment (VI). Based on an interpretive study using the narrative interview method, this article contributes to this literature by presenting perceptions and understandings of how the use of ICTs can be used to promote the ‘development’ of people with VI in Bangladesh. We approached this study through the economist and Nobel Laureate Amartya Sen’s work on ‘development as freedom’ that focuses on, among other themes, five dimensions of freedom — social, economic, protective, political and transparency. We collected stories from 18 people with VI who had received ICTs training and support from resource centres, and from some disability rights activists and leaders who use ICTs. Our findings suggest that ICTs can be used as tools for improving the wellbeing of people with VI by enhancing different aspects of freedom suggested by Sen. ICTs tools assist people with VI by providing them with educational and work opportunities, and thus increase the potential for social inclusion and economic development. We conclude that governments, nongovernment organisations and development partners in countries such as Bangladesh may use ICTs to expand different types of ‘freedom’ for marginalised groups such as people with VI and persons with disabilities in general.
{"title":"Expanding Freedoms of People With Visual Impairment Through Information and Communication Technologies: Narratives From Bangladesh","authors":"M. K. Hasan, Mahfuz Ashraf, Padmanesan Narasimhan, R. Aggarwal","doi":"10.1017/idm.2018.7","DOIUrl":"https://doi.org/10.1017/idm.2018.7","url":null,"abstract":"Information and communication technologies (ICTs) have become an element of strategic importance to all countries. Researchers argue that ICTs may open up new avenues for economic growth, competitiveness and human development. It is widely recognised that ICTs have the potential of overcoming many of the barriers faced by people with visual impairment (VI). Based on an interpretive study using the narrative interview method, this article contributes to this literature by presenting perceptions and understandings of how the use of ICTs can be used to promote the ‘development’ of people with VI in Bangladesh. We approached this study through the economist and Nobel Laureate Amartya Sen’s work on ‘development as freedom’ that focuses on, among other themes, five dimensions of freedom — social, economic, protective, political and transparency. We collected stories from 18 people with VI who had received ICTs training and support from resource centres, and from some disability rights activists and leaders who use ICTs. Our findings suggest that ICTs can be used as tools for improving the wellbeing of people with VI by enhancing different aspects of freedom suggested by Sen. ICTs tools assist people with VI by providing them with educational and work opportunities, and thus increase the potential for social inclusion and economic development. We conclude that governments, nongovernment organisations and development partners in countries such as Bangladesh may use ICTs to expand different types of ‘freedom’ for marginalised groups such as people with VI and persons with disabilities in general.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80457250","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}
An aged and shrinking workforce represents one of the major challenges for companies in the next decades. Capitalising on and developing older workers’ potential will therefore be key for organisational success. Research shows, however, that older workers in companies are less likely to receive training than their younger colleagues and that knowledge transfer before retirement frequently fails. Based on these findings, we used a mixed-methods approach to investigate older workers’ motivation to participate in advanced training and knowledge transfer. Older workers in a first, quantitative study (N = 176) reported being significantly less likely to participate in training and having fewer promotion opportunities. Contrary to our expectations, middle-aged workers already showed this decline in training opportunities, which may suggest that leaving workers behind because of their age is a larger problem than previously assumed. To investigate the subjective reasons for this lack of training, we conducted problem-centered interviews with older workers (age > 50; N = 15). Qualitative content analyses identified valuation, immediate job relevance, and setting work goals until retirement as key motivators to participate in continued employee training. Moreover, older workers confirmed our quantitative finding that even middle-aged workers lack training. We discuss how companies can promote older workers’ inclusion in formal and informal training to improve working conditions and retain knowledge.
{"title":"Identifying Barriers to Continued Training for Older Workers in a Production Plant: A Mixed-Methods Approach","authors":"J. Thürmer, Aleksandra Yedyenyova, E. Spieß","doi":"10.1017/idm.2017.4","DOIUrl":"https://doi.org/10.1017/idm.2017.4","url":null,"abstract":"An aged and shrinking workforce represents one of the major challenges for companies in the next decades. Capitalising on and developing older workers’ potential will therefore be key for organisational success. Research shows, however, that older workers in companies are less likely to receive training than their younger colleagues and that knowledge transfer before retirement frequently fails. Based on these findings, we used a mixed-methods approach to investigate older workers’ motivation to participate in advanced training and knowledge transfer. Older workers in a first, quantitative study (N = 176) reported being significantly less likely to participate in training and having fewer promotion opportunities. Contrary to our expectations, middle-aged workers already showed this decline in training opportunities, which may suggest that leaving workers behind because of their age is a larger problem than previously assumed. To investigate the subjective reasons for this lack of training, we conducted problem-centered interviews with older workers (age > 50; N = 15). Qualitative content analyses identified valuation, immediate job relevance, and setting work goals until retirement as key motivators to participate in continued employee training. Moreover, older workers confirmed our quantitative finding that even middle-aged workers lack training. We discuss how companies can promote older workers’ inclusion in formal and informal training to improve working conditions and retain knowledge.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"82 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2017-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86547186","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}
Michaela Studer, Annette Lichtenauer, Angela Wyder, Anne Parpan-Blaser
Purpose: This article focuses on occupation and employment after basic vocational training for people with cognitive disabilities. The aim is to reveal supporting and hindering factors of different forms of workplace integration as perceived by those with disabilities. Method: Both quantitative and qualitative methods were used, consisting of an easy-to-read questionnaire completed by 412 graduates of practical vocational training, and in-depth interviews with 27 graduates. Results: The key findings show that workplace integration of people with disabilities takes place through a combination of various factors and materialises in different ways in terms of workplace, employment status, activity and further perspectives. Our findings suggest that supporting and accompanying people with disabilities in their work activities should always take into account both their desire for self-determination and their dependence on structural conditions.
{"title":"Supports and Impediments on the Way to Occupation, Employment and Workplace Integration for People With Cognitive Disabilities","authors":"Michaela Studer, Annette Lichtenauer, Angela Wyder, Anne Parpan-Blaser","doi":"10.1017/idm.2017.5","DOIUrl":"https://doi.org/10.1017/idm.2017.5","url":null,"abstract":"Purpose: This article focuses on occupation and employment after basic vocational training for people with cognitive disabilities. The aim is to reveal supporting and hindering factors of different forms of workplace integration as perceived by those with disabilities. Method: Both quantitative and qualitative methods were used, consisting of an easy-to-read questionnaire completed by 412 graduates of practical vocational training, and in-depth interviews with 27 graduates. Results: The key findings show that workplace integration of people with disabilities takes place through a combination of various factors and materialises in different ways in terms of workplace, employment status, activity and further perspectives. Our findings suggest that supporting and accompanying people with disabilities in their work activities should always take into account both their desire for self-determination and their dependence on structural conditions.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"143 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2017-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88571335","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}
The guidelines published by the International Social Security Association, ISSA Guidelines: Return to Work and Reintegration, provide a policy imperative towards early intervention for people with nonoccupational health conditions at risk of exiting the workforce and moving to disability dependency. Socioeconomic and fiscal imperatives have been demonstrated by the Organisation for Economic Co-operation and Development's (OECD) review on sickness, disability and work (OECD, 2010), and by an accumulating evidence base for effectiveness. This study explored how social protection agencies are responding in terms of employment rehabilitation services for employed people with acquired disabilities. Specifically, this study reviewed job retention and return processes for workers with nonoccupational health conditions from the perspective of the ISSA guidelines in four jurisdictions with differing system frameworks. The methods used included a review of relevant literature and web resources and gathering detailed system descriptions from national respondents. Although the jurisdictions differed in the concepts used, service context, the structure of welfare systems and eligibility criteria, there was evidence of an acknowledgement of the needs of employed people with disabilities. This was not, however, consistently reflected in procedures, processes or outcome measurements. While some promising characteristics were identified, there was substantial room for improvement in the job retention and return to work strategies of the relevant agencies in all four jurisdictions. It was concluded that the deployment of the ISSA Guidelines: Return to Work and Reintegration, published in 2013, had yet to make a substantial impact on services and approaches in the domain of nonoccupational health conditions in these jurisdictions.
{"title":"Approaches to Occupational Rehabilitation and Return to Work in Four Jurisdictions: A Cross-National Analysis From the Perspective of the ISSA Guidelines on Return to Work and Reintegration","authors":"D. Mcananey, R. Wynne","doi":"10.1017/idm.2017.2","DOIUrl":"https://doi.org/10.1017/idm.2017.2","url":null,"abstract":"The guidelines published by the International Social Security Association, ISSA Guidelines: Return to Work and Reintegration, provide a policy imperative towards early intervention for people with nonoccupational health conditions at risk of exiting the workforce and moving to disability dependency. Socioeconomic and fiscal imperatives have been demonstrated by the Organisation for Economic Co-operation and Development's (OECD) review on sickness, disability and work (OECD, 2010), and by an accumulating evidence base for effectiveness. This study explored how social protection agencies are responding in terms of employment rehabilitation services for employed people with acquired disabilities. Specifically, this study reviewed job retention and return processes for workers with nonoccupational health conditions from the perspective of the ISSA guidelines in four jurisdictions with differing system frameworks. The methods used included a review of relevant literature and web resources and gathering detailed system descriptions from national respondents. Although the jurisdictions differed in the concepts used, service context, the structure of welfare systems and eligibility criteria, there was evidence of an acknowledgement of the needs of employed people with disabilities. This was not, however, consistently reflected in procedures, processes or outcome measurements. While some promising characteristics were identified, there was substantial room for improvement in the job retention and return to work strategies of the relevant agencies in all four jurisdictions. It was concluded that the deployment of the ISSA Guidelines: Return to Work and Reintegration, published in 2013, had yet to make a substantial impact on services and approaches in the domain of nonoccupational health conditions in these jurisdictions.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"44-46 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2017-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78296611","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}
Shannon L. Wagner, H. Harder, Liz Scott, N. Buys, I. Yu, T. Geisen, Christine Randall, K. Lo, Dan Tang, Alex Fraess-Phillips, Benedikt Hassler, C. Howe
A Canadian sample was collected as an aspect of a large international project, with representation from Australia, Canada, China, and Switzerland. In each country, interview and survey data were collected using team-created research tools. Canadian survey data on disability management (DM) perceptions were collected from 218 employees in both public and private organisations. Our Canadian employee sample reported perceived influence of disability prevention on job satisfaction, physical health, mental health, and morale for both themselves and their coworkers. Return to work programs were seen as valuable for job satisfaction of both the employee and coworkers, as well as the physical health of coworkers. Similarly, stay at work programs were seen as valuable for mental health and morale of coworkers. There was no relationship between perceived influence of DM interventions and reduction of sickness absence. The influence of DM was perceived as more positive for private and/or nonunionised workplaces. No gender differences were evident.
{"title":"Canadian Employee Perspectives on Disability Management","authors":"Shannon L. Wagner, H. Harder, Liz Scott, N. Buys, I. Yu, T. Geisen, Christine Randall, K. Lo, Dan Tang, Alex Fraess-Phillips, Benedikt Hassler, C. Howe","doi":"10.1017/idm.2017.3","DOIUrl":"https://doi.org/10.1017/idm.2017.3","url":null,"abstract":"A Canadian sample was collected as an aspect of a large international project, with representation from Australia, Canada, China, and Switzerland. In each country, interview and survey data were collected using team-created research tools. Canadian survey data on disability management (DM) perceptions were collected from 218 employees in both public and private organisations. Our Canadian employee sample reported perceived influence of disability prevention on job satisfaction, physical health, mental health, and morale for both themselves and their coworkers. Return to work programs were seen as valuable for job satisfaction of both the employee and coworkers, as well as the physical health of coworkers. Similarly, stay at work programs were seen as valuable for mental health and morale of coworkers. There was no relationship between perceived influence of DM interventions and reduction of sickness absence. The influence of DM was perceived as more positive for private and/or nonunionised workplaces. No gender differences were evident.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"3 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2017-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72876377","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}
E. MacEachen, Bronson B Du, E. Bartel, K. Ekberg, E. Tompa, A. Kosny, Ivana Petricone, J. Stapleton
Purpose: This scoping review identifies the foci of research articles that address government laws, policies and programs designed to foster labour market integration of people who, due to illness or disability, face challenges entering or staying in the workforce. Method: A systematic search of English-language peer-reviewed articles published between 2000 and 2014 yielded 14,474 articles. Title and abstract review identified 723 included articles that addressed government-led programs, policy or legislation on work integration and/or income support after injury, illness or impairment. These were sorted by theme, work disability program or policy, disability type, jurisdiction and year published. Results: The number of articles published that address work disability laws, policies and programs increased steadily. Most articles addressed disability in general. Among articles with a specific health focus, mental health was the most common. Research gaps are identified for mixed method study designs, chronic and episodic conditions, illness and cancer, and for work disability policy studies outside of North America, Northern Europe and Australia. Conclusions: We find a growing number of published articles about work disability and policy and identify specific areas where is a need for further research.
{"title":"Scoping Review of Work Disability Policies and Programs","authors":"E. MacEachen, Bronson B Du, E. Bartel, K. Ekberg, E. Tompa, A. Kosny, Ivana Petricone, J. Stapleton","doi":"10.1017/idm.2017.1","DOIUrl":"https://doi.org/10.1017/idm.2017.1","url":null,"abstract":"Purpose: This scoping review identifies the foci of research articles that address government laws, policies and programs designed to foster labour market integration of people who, due to illness or disability, face challenges entering or staying in the workforce. Method: A systematic search of English-language peer-reviewed articles published between 2000 and 2014 yielded 14,474 articles. Title and abstract review identified 723 included articles that addressed government-led programs, policy or legislation on work integration and/or income support after injury, illness or impairment. These were sorted by theme, work disability program or policy, disability type, jurisdiction and year published. Results: The number of articles published that address work disability laws, policies and programs increased steadily. Most articles addressed disability in general. Among articles with a specific health focus, mental health was the most common. Research gaps are identified for mixed method study designs, chronic and episodic conditions, illness and cancer, and for work disability policy studies outside of North America, Northern Europe and Australia. Conclusions: We find a growing number of published articles about work disability and policy and identify specific areas where is a need for further research.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"215 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2017-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73017402","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}
In this article the need for employer-based disability management (DM) in a modern welfare state is discussed. The article is not a traditional research article, but rather a conceptual article with a purpose to discuss and reflect over existing perspectives, and argue for a stronger focus on welfare state issues in DM research. Focus is set on Sweden and it is concluded that much of the thought behind DM is indeed built into the comprehensive welfare system. In addition to the employer's responsibilities regarding ill-health prevention, the Acts and regulations of the governmental social insurance agency's responsibilities regarding return to work are comprehensive. As can be seen, however, this is no guarantee that the established process will work in practice. In too many cases, the system in Sweden is suffering from organisational and case-level related problems. Against this background, it is suggested that current responsibilities put on the social insurance agency can be removed and instead be put on the employer. The answer to the main question stated in this article (i.e., ‘Is employer-based DM necessary in a social-democratic welfare state like Sweden?’) is obviously yes.
{"title":"Is Employer-Based Disability Management Necessary in a Social-Democratic Welfare State like Sweden?","authors":"J. Selander","doi":"10.1017/idm.2016.3","DOIUrl":"https://doi.org/10.1017/idm.2016.3","url":null,"abstract":"In this article the need for employer-based disability management (DM) in a modern welfare state is discussed. The article is not a traditional research article, but rather a conceptual article with a purpose to discuss and reflect over existing perspectives, and argue for a stronger focus on welfare state issues in DM research. Focus is set on Sweden and it is concluded that much of the thought behind DM is indeed built into the comprehensive welfare system. In addition to the employer's responsibilities regarding ill-health prevention, the Acts and regulations of the governmental social insurance agency's responsibilities regarding return to work are comprehensive. As can be seen, however, this is no guarantee that the established process will work in practice. In too many cases, the system in Sweden is suffering from organisational and case-level related problems. Against this background, it is suggested that current responsibilities put on the social insurance agency can be removed and instead be put on the employer. The answer to the main question stated in this article (i.e., ‘Is employer-based DM necessary in a social-democratic welfare state like Sweden?’) is obviously yes.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"5 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2016-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73994930","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}
While much is known about the pathways linking workplace disclosure of a stigmatised identity and negative wellbeing outcomes, little is known about the pathways to positive wellbeing outcomes. Using survey and interview data three pathways were investigated among the population of individuals with degenerative eye conditions: the alleviation of inhibition (psychological), social support (social), and the use of assistive technology (physical). The findings suggest that the psychological pathway is most prominent. The alternative pathways are only partially exhibited in the interview data. These findings can assist policymakers nuance policy aimed at enhancing labour market participation of individuals with disabilities.
{"title":"What Are the Pathways Linking the Disclosure of a Degenerative Eye Condition in the Workplace and Wellbeing? A Mixed Methods Approach","authors":"T. Spiegel, R. Wittek, N. Steverink","doi":"10.1017/idm.2016.2","DOIUrl":"https://doi.org/10.1017/idm.2016.2","url":null,"abstract":"While much is known about the pathways linking workplace disclosure of a stigmatised identity and negative wellbeing outcomes, little is known about the pathways to positive wellbeing outcomes. Using survey and interview data three pathways were investigated among the population of individuals with degenerative eye conditions: the alleviation of inhibition (psychological), social support (social), and the use of assistive technology (physical). The findings suggest that the psychological pathway is most prominent. The alternative pathways are only partially exhibited in the interview data. These findings can assist policymakers nuance policy aimed at enhancing labour market participation of individuals with disabilities.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"64 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2016-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84014733","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}
Elisabeth Hansen, B. Landstad, K. T. Gundersen, S. Vinberg
The purpose of this study is to contribute to knowledge about leader-based workplace health interventions by investigating changes in psychosocial working conditions and health in Norwegian and Swedish small-scale enterprises (SSEs). The study also aims to investigate whether there are differences between position, and countries. In total, 30 leaders and 149 coworkers in 34 SSEs participated in two intervention and two reference groups. Leaders and coworkers completed the validated questionnaires (Nordic Questionnaire on Positive Organizational Psychology ([N-POP]), Work Experience Measurement Scale (WEMS), and Salutogenic Health Indicator Scale (SHIS), which cover different psychosocial working conditions and health outcomes. The interventions were carried out by advisors from occupational health services (OHSs) over a one-year period and consisted of analyses of health and psychosocial working conditions, company visits, education and networking meetings, including information and tools on issues such as leadership, work environment and health, and leadership support. The statistical methods used included principal component analyses, reliability tests, paired sample t tests and three-way ANOVA. The results indicate a significant positive development concerning external job performance in the intervention groups. Regarding internal job performance, both the Norwegian intervention group and the reference group showed positive improvements. However, there were negative or nonsignificant developments for several of the psychosocial working conditions and health outcomes in the intervention groups. With regard to associations and interactions between the studied variables, there were significantly positive developments with regard to external job performance and sickness absences in the total intervention group. The study indicates that more thorough procedures and testing of leader-based interventions in SSEs are required.
{"title":"Leader-Based Workplace Health Interventions — A Before–After Study in Norwegian and Swedish Small-Scale Enterprises","authors":"Elisabeth Hansen, B. Landstad, K. T. Gundersen, S. Vinberg","doi":"10.1017/idm.2016.5","DOIUrl":"https://doi.org/10.1017/idm.2016.5","url":null,"abstract":"The purpose of this study is to contribute to knowledge about leader-based workplace health interventions by investigating changes in psychosocial working conditions and health in Norwegian and Swedish small-scale enterprises (SSEs). The study also aims to investigate whether there are differences between position, and countries. In total, 30 leaders and 149 coworkers in 34 SSEs participated in two intervention and two reference groups. Leaders and coworkers completed the validated questionnaires (Nordic Questionnaire on Positive Organizational Psychology ([N-POP]), Work Experience Measurement Scale (WEMS), and Salutogenic Health Indicator Scale (SHIS), which cover different psychosocial working conditions and health outcomes. The interventions were carried out by advisors from occupational health services (OHSs) over a one-year period and consisted of analyses of health and psychosocial working conditions, company visits, education and networking meetings, including information and tools on issues such as leadership, work environment and health, and leadership support. The statistical methods used included principal component analyses, reliability tests, paired sample t tests and three-way ANOVA. The results indicate a significant positive development concerning external job performance in the intervention groups. Regarding internal job performance, both the Norwegian intervention group and the reference group showed positive improvements. However, there were negative or nonsignificant developments for several of the psychosocial working conditions and health outcomes in the intervention groups. With regard to associations and interactions between the studied variables, there were significantly positive developments with regard to external job performance and sickness absences in the total intervention group. The study indicates that more thorough procedures and testing of leader-based interventions in SSEs are required.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"84 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2016-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79819830","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}
N. Buys, Shannon L. Wagner, Christine Randall, I. Yu, T. Geisen, H. Harder, Alex Fraess-Phillips, Benedikt Hassler, C. Howe
Disability management is now recognised as an effective means of managing the increasing global costs of injury and disability. However, research on disability management particularly employee perceptions of its value, are sparse. This paper reports on the Australian findings of a large international project that included Canada, China, Switzerland and Australia, which examined employee perspectives of disability management related to job satisfaction, physical and mental health, workplace morale and reduced sickness absence. Data was collected from 365 employees in 10 large private and public companies using an online survey tool that focused on three components of a disability management program — disability prevention (DP), stay at work (SAW) and return to work (RTW) programs — in relation to the dependent variables of job satisfaction, physical and mental health, workplace morale, sickness absence. Multivariate regression was used to predict disability management's influence on the dependent variables. Results demonstrated positive perceptions regarding the perceived benefits of disability management to both individual employees and their perceptions of coworkers. It was apparent that each component of a disability management program (DP, SAW, and RTW) is positively related to job satisfaction, physical and mental health, workplace morale and reduced sickness absence Disability management programs were perceived as more beneficial in private, as opposed to public, workplaces; however, no differences were evident according to union status or gender of the respondent. It is possible disability management may impact on organisational productivity via variables associated with workplace culture, as well as through the direct benefits flowing from preventing and managing injury. Given the significant costs associated with absenteeism, an outcome of interest to many employers was the finding that employees perceived SAW programs as the most beneficial in terms of reducing absenteeism for both themselves and their coworkers.
{"title":"Australian Employee Perspectives on Disability Management in Relation to Job Satisfaction, Physical and Mental Health, Workplace Morale and Reduced Sickness Absence","authors":"N. Buys, Shannon L. Wagner, Christine Randall, I. Yu, T. Geisen, H. Harder, Alex Fraess-Phillips, Benedikt Hassler, C. Howe","doi":"10.1017/idm.2016.4","DOIUrl":"https://doi.org/10.1017/idm.2016.4","url":null,"abstract":"Disability management is now recognised as an effective means of managing the increasing global costs of injury and disability. However, research on disability management particularly employee perceptions of its value, are sparse. This paper reports on the Australian findings of a large international project that included Canada, China, Switzerland and Australia, which examined employee perspectives of disability management related to job satisfaction, physical and mental health, workplace morale and reduced sickness absence. Data was collected from 365 employees in 10 large private and public companies using an online survey tool that focused on three components of a disability management program — disability prevention (DP), stay at work (SAW) and return to work (RTW) programs — in relation to the dependent variables of job satisfaction, physical and mental health, workplace morale, sickness absence. Multivariate regression was used to predict disability management's influence on the dependent variables. Results demonstrated positive perceptions regarding the perceived benefits of disability management to both individual employees and their perceptions of coworkers. It was apparent that each component of a disability management program (DP, SAW, and RTW) is positively related to job satisfaction, physical and mental health, workplace morale and reduced sickness absence Disability management programs were perceived as more beneficial in private, as opposed to public, workplaces; however, no differences were evident according to union status or gender of the respondent. It is possible disability management may impact on organisational productivity via variables associated with workplace culture, as well as through the direct benefits flowing from preventing and managing injury. Given the significant costs associated with absenteeism, an outcome of interest to many employers was the finding that employees perceived SAW programs as the most beneficial in terms of reducing absenteeism for both themselves and their coworkers.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"29 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2016-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83681054","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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