Although the concept of healthy workplaces has historical roots in the extant literature, it remains an elusive concept to define and apply in the workplace. Nonetheless, the literature does suggest that it is a challenging and continuously improving process of supporting, protecting and promoting the health of the employee. The aim of this study was to devise a user-friendly, climate-specific assessment tool to evaluate employees’ perceptions and knowledge of the practices and procedures in the workplace that prioritise the development of a healthy, supportive workplace. After extensive literature review and early stage pilot-testing of several independent sites within an organisation, a 31-item Likert-type scale — The Workplace Scale (WPS) — was brought forward to test its psychometric properties using an independent international sample that was gathered using email distribution. These initial distribution contacts were two of the author's professional colleagues and thereafter the scale was cascaded electronically to respondents in several countries. The factor analysis conducted on the data obtained from 108 respondents yielded a solid five factor solution that was consistent with earlier test administrations and revealed interpretable and distinct factors that strongly loaded on pertinent dimensions relevant to a healthy workplace. The tangible product is a user-friendly tool to baseline the development of a healthy, supportive workplace, while providing employees with an efficient upward communication mechanism to enable management to monitor progress. Devising the WPS was undertaken as part of wider study that subsequently compared the WPS against measures of climate, leadership and culture and is reported elsewhere.
{"title":"Measuring Dimensions of a Healthy Workplace Climate: A User-Friendly Assessment Tool","authors":"Gabrielle McHugh","doi":"10.1017/idm.2016.1","DOIUrl":"https://doi.org/10.1017/idm.2016.1","url":null,"abstract":"Although the concept of healthy workplaces has historical roots in the extant literature, it remains an elusive concept to define and apply in the workplace. Nonetheless, the literature does suggest that it is a challenging and continuously improving process of supporting, protecting and promoting the health of the employee. The aim of this study was to devise a user-friendly, climate-specific assessment tool to evaluate employees’ perceptions and knowledge of the practices and procedures in the workplace that prioritise the development of a healthy, supportive workplace. After extensive literature review and early stage pilot-testing of several independent sites within an organisation, a 31-item Likert-type scale — The Workplace Scale (WPS) — was brought forward to test its psychometric properties using an independent international sample that was gathered using email distribution. These initial distribution contacts were two of the author's professional colleagues and thereafter the scale was cascaded electronically to respondents in several countries. The factor analysis conducted on the data obtained from 108 respondents yielded a solid five factor solution that was consistent with earlier test administrations and revealed interpretable and distinct factors that strongly loaded on pertinent dimensions relevant to a healthy workplace. The tangible product is a user-friendly tool to baseline the development of a healthy, supportive workplace, while providing employees with an efficient upward communication mechanism to enable management to monitor progress. Devising the WPS was undertaken as part of wider study that subsequently compared the WPS against measures of climate, leadership and culture and is reported elsewhere.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87071960","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}
Mahfuz Ashraf, Najmul Hasan, Lundy M. Lewis, Md Rashadul Hasan, P. Ray
Technological advancement in general is providing better and cheaper solutions to assist the visually impaired (VI) community. Although information communication technology (ICT) has great potential to support the inclusion of VI people in educational, social and workforce settings, there are far fewer ICT projects for VI people compared to other projects. This systematic literature review provides our findings on the existing state of ICT projects and describes outstanding issues in ICT support of VI people. Based on our findings, we suggest increased collaboration among healthcare professionals, caregivers, programmers, engineers, as well as policy makers; and adoption of policies in future ICT projects for VI people. A wide search of seven journal databases found a relevant cross-section of articles that were published between 2010 and 2015. Software Zotero Standalone and EndNote were used to screen and maintain metadata. After the initial screening of 6993 titles, 683 abstracts were scrutinised, from which 55 full text articles were selected for final review. We analysed and synthesised 37 articles. Our findings show the progress, awareness, interest, and issues in ICT integration to improve the quality of life for VI people. Three emergent topics for VI people are (a) assistive technology, (b) e-accessibility, and (c) virtual interfaces. Our findings suggest that ICT-aided applications can bring positive changes for VI people. We advance several issues that should be addressed and further developed, collaboratively, to spread awareness and invoke new policies aimed to improve the quality of life of VI people.
{"title":"A Systematic Literature Review of the Application of Information Communication Technology for Visually Impaired People","authors":"Mahfuz Ashraf, Najmul Hasan, Lundy M. Lewis, Md Rashadul Hasan, P. Ray","doi":"10.1017/idm.2016.6","DOIUrl":"https://doi.org/10.1017/idm.2016.6","url":null,"abstract":"Technological advancement in general is providing better and cheaper solutions to assist the visually impaired (VI) community. Although information communication technology (ICT) has great potential to support the inclusion of VI people in educational, social and workforce settings, there are far fewer ICT projects for VI people compared to other projects. This systematic literature review provides our findings on the existing state of ICT projects and describes outstanding issues in ICT support of VI people. Based on our findings, we suggest increased collaboration among healthcare professionals, caregivers, programmers, engineers, as well as policy makers; and adoption of policies in future ICT projects for VI people. A wide search of seven journal databases found a relevant cross-section of articles that were published between 2010 and 2015. Software Zotero Standalone and EndNote were used to screen and maintain metadata. After the initial screening of 6993 titles, 683 abstracts were scrutinised, from which 55 full text articles were selected for final review. We analysed and synthesised 37 articles. Our findings show the progress, awareness, interest, and issues in ICT integration to improve the quality of life for VI people. Three emergent topics for VI people are (a) assistive technology, (b) e-accessibility, and (c) virtual interfaces. Our findings suggest that ICT-aided applications can bring positive changes for VI people. We advance several issues that should be addressed and further developed, collaboratively, to spread awareness and invoke new policies aimed to improve the quality of life of VI people.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86919829","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 2014, the health and productivity team of the disability insurance provider, Unum, conducted a mixed methods study that included qualitative interviews with internal mental health disability claims professionals, and external interviews with employers. Quantitative data of 15 employers were analysed to identify descriptive statistics involving mental health short-term disability (STD) claims. Workplace factors were examined to understand best practices among companies, related to mental health STD, to identify work environments that may increase or decrease mental health disabilities. Quantitative data found workers aged 40 to 49 had the highest rates of mental health STD claims and workers aged 50 to 59 had the longest duration of absence. Anxiety and depression were the main reasons for mental health absences from work. Results from the qualitative interviews showed a supportive work culture (i.e., work–life balance, good benefits, successful wellness programs) may lead to higher STD claim rates, demonstrating workers in these environments may feel more comfortable disclosing and seeking help for mental health disabilities. Conclusions from this study indicate that although presenteeism rates for mental health are high and impact employers financially, having higher STD claim rates may be more cost effective than having employees with mental health conditions remain at work instead of filing STD claims, seeking treatment and returning to productive employment. Employee age can impact rate and duration of mental health STD claims, meaning employers should implement workplace practices that support overall mental health of employees.
{"title":"Aging Workers: Work Environment as a Factor in Employee Mental Health","authors":"W. Coduti, Kristin Tugman, S. Bruyere, V. Malzer","doi":"10.1017/idm.2015.4","DOIUrl":"https://doi.org/10.1017/idm.2015.4","url":null,"abstract":"In 2014, the health and productivity team of the disability insurance provider, Unum, conducted a mixed methods study that included qualitative interviews with internal mental health disability claims professionals, and external interviews with employers. Quantitative data of 15 employers were analysed to identify descriptive statistics involving mental health short-term disability (STD) claims. Workplace factors were examined to understand best practices among companies, related to mental health STD, to identify work environments that may increase or decrease mental health disabilities. Quantitative data found workers aged 40 to 49 had the highest rates of mental health STD claims and workers aged 50 to 59 had the longest duration of absence. Anxiety and depression were the main reasons for mental health absences from work. Results from the qualitative interviews showed a supportive work culture (i.e., work–life balance, good benefits, successful wellness programs) may lead to higher STD claim rates, demonstrating workers in these environments may feel more comfortable disclosing and seeking help for mental health disabilities. Conclusions from this study indicate that although presenteeism rates for mental health are high and impact employers financially, having higher STD claim rates may be more cost effective than having employees with mental health conditions remain at work instead of filing STD claims, seeking treatment and returning to productive employment. Employee age can impact rate and duration of mental health STD claims, meaning employers should implement workplace practices that support overall mental health of employees.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2015-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83520777","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}
Since long-term sickness absence constitutes a problem in most western countries, research that can facilitate return to work (RTW) is important. Today there is evidence that the social context at the workplace has a significant impact on return to work. The dual aims of the study was firstly to investigate the pattern and quality of contact between employees on long-term sick leave and different actors at the workplace, and secondly to investigate whether contacts with the workplace were associated with expectations regarding return to work. An explorative method and descriptive design was used for the first aim. For the second aim, the data was analysed in a multivariate logistic regression model. The results show that employees had frequent and, in most cases, appreciated contact with their supervisor and co-workers. Contact with other workplace actors; that is, the occupational health unit, the union representative, and the human resources department, were less frequent. Employees who experienced the contact as supportive and constructive were far more positive and optimistic than others regarding return to work. It is concluded that supervisors and co-workers should be aware that they play a significant role in the return-to-work process, and that quality of contact is what matters.
{"title":"Contact With the Workplace During Long-Term Sickness Absence and Worker Expectations of Return to Work","authors":"J. Selander, Åsa Tjulin, U. Müssener, K. Ekberg","doi":"10.1017/idm.2015.3","DOIUrl":"https://doi.org/10.1017/idm.2015.3","url":null,"abstract":"Since long-term sickness absence constitutes a problem in most western countries, research that can facilitate return to work (RTW) is important. Today there is evidence that the social context at the workplace has a significant impact on return to work. The dual aims of the study was firstly to investigate the pattern and quality of contact between employees on long-term sick leave and different actors at the workplace, and secondly to investigate whether contacts with the workplace were associated with expectations regarding return to work. An explorative method and descriptive design was used for the first aim. For the second aim, the data was analysed in a multivariate logistic regression model. The results show that employees had frequent and, in most cases, appreciated contact with their supervisor and co-workers. Contact with other workplace actors; that is, the occupational health unit, the union representative, and the human resources department, were less frequent. Employees who experienced the contact as supportive and constructive were far more positive and optimistic than others regarding return to work. It is concluded that supervisors and co-workers should be aware that they play a significant role in the return-to-work process, and that quality of contact is what matters.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2015-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82274960","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}
Purpose: The objective of this article was to investigate how individual learning emerges among workplace actors during the return-to-work process, and whether the prerequisites for collective learning at the workplace are present and managed by the actors. Learning in this context is viewed as a change in the preconceptions, experience or competence of the individual as a result of interactions in the workplace due to the return-to-work process. Method: A qualitative method was used, consisting of open-ended interviews with 19 individuals across 11 workplaces in the public and private sector. Inductive content analysis was performed. Results: The key findings from this study are that individual learning emerges in the return-to-work process due to previous experience, communication with other workplace actors, or insights into what works for the individual. However, the individual learning that occurs in the return-to-work process is not carried over into workplace learning due to barriers in understanding the needs and opportunities that may be present in the process. Conclusion: Our findings suggest that individual learning occurs within social practices through social interaction between the actors involved (workers on sickness absence supervisors and colleagues) and individual experiences. A greater knowledge of the factors that contribute to workplace learning could facilitate biopsychosocial and ecological return-to-work interventions, which allow workplace actors to draw on previous experiences from one return-to-work process to another.
{"title":"Learning Experiences in Return to Work Among Workplace Actors","authors":"Åsa Tjulin, U. Müssener, J. Selander, K. Ekberg","doi":"10.1017/idm.2015.1","DOIUrl":"https://doi.org/10.1017/idm.2015.1","url":null,"abstract":"Purpose: The objective of this article was to investigate how individual learning emerges among workplace actors during the return-to-work process, and whether the prerequisites for collective learning at the workplace are present and managed by the actors. Learning in this context is viewed as a change in the preconceptions, experience or competence of the individual as a result of interactions in the workplace due to the return-to-work process. Method: A qualitative method was used, consisting of open-ended interviews with 19 individuals across 11 workplaces in the public and private sector. Inductive content analysis was performed. Results: The key findings from this study are that individual learning emerges in the return-to-work process due to previous experience, communication with other workplace actors, or insights into what works for the individual. However, the individual learning that occurs in the return-to-work process is not carried over into workplace learning due to barriers in understanding the needs and opportunities that may be present in the process. Conclusion: Our findings suggest that individual learning occurs within social practices through social interaction between the actors involved (workers on sickness absence supervisors and colleagues) and individual experiences. A greater knowledge of the factors that contribute to workplace learning could facilitate biopsychosocial and ecological return-to-work interventions, which allow workplace actors to draw on previous experiences from one return-to-work process to another.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2015-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85416568","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}
Debra A. Dunstan, K. Mortelmans, Åsa Tjulin, E. MacEachen
There is a large body of research examining work disability management and the return to work (RTW) of sick or injured workers. However, although this research makes clear the roles of the returning worker and supervisor, that of the co-workers is less well understood. To increase understanding of this topic, we have identified, reviewed, and discussed three studies that emerged from our connection with a Canadian research-training program. The first study, conducted in Sweden by Tjulin, MacEachen, and Ekberg (2009), showed that co-workers can play a positive role in RTW, but this is often invisible to supervisors. The second study, undertaken by Dunstan and MacEachen (2013) in Canada, found that RTW could both positively and negatively impact co-workers. For instance, co-workers may benefit from learning new skills, but may also be burdened by the need to assume extra work to accommodate a returning worker. The third study, performed in Belgium by Mortelmans and Verjans (2012) and Mortelmans, Verjans, and Mairiaux (2012) reported the need to include the expectations and objections of co-workers in RTW plans and implemented a three-step RTW tool that involves co-workers. Taken together, these studies highlight the social context of work, the positive role played by co-workers in the RTW process, the impacts of workplace social relations on RTW outcomes, and the benefits to all of involving co-workers in RTW plans.
{"title":"The Role of Co-Workers in the Return-to-Work Process","authors":"Debra A. Dunstan, K. Mortelmans, Åsa Tjulin, E. MacEachen","doi":"10.1017/idm.2015.2","DOIUrl":"https://doi.org/10.1017/idm.2015.2","url":null,"abstract":"There is a large body of research examining work disability management and the return to work (RTW) of sick or injured workers. However, although this research makes clear the roles of the returning worker and supervisor, that of the co-workers is less well understood. To increase understanding of this topic, we have identified, reviewed, and discussed three studies that emerged from our connection with a Canadian research-training program. The first study, conducted in Sweden by Tjulin, MacEachen, and Ekberg (2009), showed that co-workers can play a positive role in RTW, but this is often invisible to supervisors. The second study, undertaken by Dunstan and MacEachen (2013) in Canada, found that RTW could both positively and negatively impact co-workers. For instance, co-workers may benefit from learning new skills, but may also be burdened by the need to assume extra work to accommodate a returning worker. The third study, performed in Belgium by Mortelmans and Verjans (2012) and Mortelmans, Verjans, and Mairiaux (2012) reported the need to include the expectations and objections of co-workers in RTW plans and implemented a three-step RTW tool that involves co-workers. Taken together, these studies highlight the social context of work, the positive role played by co-workers in the RTW process, the impacts of workplace social relations on RTW outcomes, and the benefits to all of involving co-workers in RTW plans.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2015-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83785650","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}
Objective: The study aims to explore factors of workplace injury and chronic illnesses patients in a return to work program which are associated with return to work outcomes. Design: A retrospective cohort study. Setting: Return to Work Department, Social Security Organisation, Malaysia. Method: All participants of the Return to Work Rehabilitation Program who were absent from work due to workplace injury and chronic illnesses between January 2008 and December 2013 with no other history of injury were included. The main outcome of the study was the number in days from day one of injury prior to return of gainful employment. Hierarchical multiple regression methods were used to determine the identified factors that influence the return to work outcome. Results: An initial study with data from January 2008 and December 2011 of cases with occupational injury showed 66% (n = 1,552) of the participants had returned to work. The average number of days to return to work was 201 days. Hierarchical multiple regression analysis identified duration of referral to the Return to Work rehabilitation program, monthly salary, Whole Person Impairment ratings, DASS 21 anxiety and DASS 21 stress scale as factors that influenced return to work, explaining 32% of the variance. However a continuous for the remaining cases such as cases with chronic illnesses will be included in the final results of this study. Conclusion: Currently, a total of 66% participants had returned to employment after occupational injury. It is essential to understand the complex pathway from the point of injury and illnesses until returning to work in order to develop more effective return to work practices.
{"title":"Examining the adequacy / efficiency of the legal regime regarding the right of employment for people with disabilities in Malaysia","authors":"Harlida Abdul Wahab","doi":"10.1017/IDM.2014.23","DOIUrl":"https://doi.org/10.1017/IDM.2014.23","url":null,"abstract":"Objective: The study aims to explore factors of workplace injury and chronic illnesses patients in a return to work program which are associated with return to work outcomes. Design: A retrospective cohort study. Setting: Return to Work Department, Social Security Organisation, Malaysia. Method: All participants of the Return to Work Rehabilitation Program who were absent from work due to workplace injury and chronic illnesses between January 2008 and December 2013 with no other history of injury were included. The main outcome of the study was the number in days from day one of injury prior to return of gainful employment. Hierarchical multiple regression methods were used to determine the identified factors that influence the return to work outcome. Results: An initial study with data from January 2008 and December 2011 of cases with occupational injury showed 66% (n = 1,552) of the participants had returned to work. The average number of days to return to work was 201 days. Hierarchical multiple regression analysis identified duration of referral to the Return to Work rehabilitation program, monthly salary, Whole Person Impairment ratings, DASS 21 anxiety and DASS 21 stress scale as factors that influenced return to work, explaining 32% of the variance. However a continuous for the remaining cases such as cases with chronic illnesses will be included in the final results of this study. Conclusion: Currently, a total of 66% participants had returned to employment after occupational injury. It is essential to understand the complex pathway from the point of injury and illnesses until returning to work in order to develop more effective return to work practices.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74357632","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 United Nations Convention on the Rights of People with disabilities has driven changed expectations on the way in which States are expected to relate to disabled people and assist in building an inclusive society. The World Report on Disabilities has provided both statistical information and examples of best practice including in the employment space. In the employment area, states are expected to provide a leadership role and provide support for private enterprise. Taking a much more partnership approach to the employment of people with disabilities has increased understanding of respective needs and helped shape different conversations. These conversations have been informed by research in to what employers perceive as barriers to employing disabled people. Providing employers with answers to their concerns has provided them with the confidence to employ and retain employees with disabilities. The mainstream approach has moved the discussion away from differences to an understanding that in many situations, this is no different to what is already provided to other employees. Confident employers are likely to provide repeat opportunities and also be good role models for other employers. The world financial crisis has sharpened enterprises understanding of the economic impact of failing to take a proactive approach to their employees. Responsibility for building knowledge is equally shared by the employee and the employer. The employee's direct line manager is has a crucial role in building connectedness for those for whom they have managerial oversight. Demedicalising the way people with disabilities are either retained or enter the workforce will be crucial in building the confidence of employers. Language and culture play an important part in building a connected and confident workplace.
{"title":"Building connectedness and confidence","authors":"A. Hawker","doi":"10.1017/idm.2014.71","DOIUrl":"https://doi.org/10.1017/idm.2014.71","url":null,"abstract":"The United Nations Convention on the Rights of People with disabilities has driven changed expectations on the way in which States are expected to relate to disabled people and assist in building an inclusive society. The World Report on Disabilities has provided both statistical information and examples of best practice including in the employment space. In the employment area, states are expected to provide a leadership role and provide support for private enterprise. Taking a much more partnership approach to the employment of people with disabilities has increased understanding of respective needs and helped shape different conversations. These conversations have been informed by research in to what employers perceive as barriers to employing disabled people. Providing employers with answers to their concerns has provided them with the confidence to employ and retain employees with disabilities. The mainstream approach has moved the discussion away from differences to an understanding that in many situations, this is no different to what is already provided to other employees. Confident employers are likely to provide repeat opportunities and also be good role models for other employers. The world financial crisis has sharpened enterprises understanding of the economic impact of failing to take a proactive approach to their employees. Responsibility for building knowledge is equally shared by the employee and the employer. The employee's direct line manager is has a crucial role in building connectedness for those for whom they have managerial oversight. Demedicalising the way people with disabilities are either retained or enter the workforce will be crucial in building the confidence of employers. Language and culture play an important part in building a connected and confident workplace.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87567343","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: The length of hospital stay among occupationally injured workers was too long comparing to national health insurance patients in Korea. Also return-to-work rate was low comparing to other countries. The Korea Workers’ Compensation & Welfare (COMWEL) has tried to upgrade the quality of care workers’ compensation contract hospitals since several years. One of the tries was to evaluate the workers’ compensation contract hospitals. However, many hospitals argued the appropriateness of the hospital evaluation. Objectives: This study was performed to evaluate the appropriateness of the workers’ compensation contract hospital evaluation. Methods: The total number of 500 hospitals was selected to evaluate among about 5,500 contracts hospitals according to their size or the number of occupationally injured patients. The main evaluation items were hospital facilities and equipment, health personnel, including doctors, record keeping, appropriateness of hospital care, outcomes, including return-to-work, length of hospital stay, satisfaction, etc. Multiple logistic regression was performed to evaluate the appropriateness of the results of this hospital evaluation. The dependent variables were return-to-work rate and length of hospital stay and independent variables were severity of injured workers, disability rate, company size, etc. Results: The hospitals were classified three categories according to the evaluation score; high, middle, and low quality. The return-to-work rate of high-quality hospitals was significantly higher (odds ratio 1.81; CI 1.27 – 2.58) than others. However, the length of hospital stay was not different among them. Conclusion: Return-to-work rate is one of the useful indicators for evaluating the occupational health care. Even though these are preliminary results, this evaluation method for the occupational health care hospitals would be appropriate for the purpose. The more specific analysis should be needed.
{"title":"Quality evaluation of workers’ compensation hospital in Korea","authors":"J. Won","doi":"10.1017/idm.2014.44","DOIUrl":"https://doi.org/10.1017/idm.2014.44","url":null,"abstract":"Background: The length of hospital stay among occupationally injured workers was too long comparing to national health insurance patients in Korea. Also return-to-work rate was low comparing to other countries. The Korea Workers’ Compensation & Welfare (COMWEL) has tried to upgrade the quality of care workers’ compensation contract hospitals since several years. One of the tries was to evaluate the workers’ compensation contract hospitals. However, many hospitals argued the appropriateness of the hospital evaluation. Objectives: This study was performed to evaluate the appropriateness of the workers’ compensation contract hospital evaluation. Methods: The total number of 500 hospitals was selected to evaluate among about 5,500 contracts hospitals according to their size or the number of occupationally injured patients. The main evaluation items were hospital facilities and equipment, health personnel, including doctors, record keeping, appropriateness of hospital care, outcomes, including return-to-work, length of hospital stay, satisfaction, etc. Multiple logistic regression was performed to evaluate the appropriateness of the results of this hospital evaluation. The dependent variables were return-to-work rate and length of hospital stay and independent variables were severity of injured workers, disability rate, company size, etc. Results: The hospitals were classified three categories according to the evaluation score; high, middle, and low quality. The return-to-work rate of high-quality hospitals was significantly higher (odds ratio 1.81; CI 1.27 – 2.58) than others. However, the length of hospital stay was not different among them. Conclusion: Return-to-work rate is one of the useful indicators for evaluating the occupational health care. Even though these are preliminary results, this evaluation method for the occupational health care hospitals would be appropriate for the purpose. The more specific analysis should be needed.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88212701","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 study of social enterprise development model for people with disability aimed to establish a fundamental knowledge to apply the concept of social entrepreneurship to enhance the quality of life for the disabled as well as to provide them with the capacity building. Equally importantly was the development of social enterprise sector particularly for those with impairment in Thailand based on the local context and pattern appropriate together with research in order sustain the model for the benefit of people with disability in the country. This research investigated case studies of social enterprises for those with disability from various businesses including group of disabled agriculturalists who operated a Goat Farm in Rayong Province, The Center for Intellectually Disabled Innovation as well as Betimes Solution Co.,Ltd. The study implemented literature review, in-depth interview, questionnaire as well as observation. Summary of the study is presented below. 1. Models of social enterprise based on case studies were different. This could be classified by using the three major components including organizational mobilization, stakeholder engagement and profit management. The study revealed that group of disabled agriculturalists who operated a Goat Farm in Rayong Province could be categorized as a philanthropic model while Betimes Solution Co.,Ltd could be regarded as a commercial pattern. Center for Intellectually Disabled Innovation, on the other hand, comprised of a hybrid model. All of these signified the fact that social enterprise development model could be various. 2. Key social enterprise factors for the business engaged with disabled people based on the case studies could be ranked with three major components including competitive advantage to compete with other businesses and sustain themselves, social entrepreneurship to be able to achieve both financial and social mission effectively with skills, knowledge and confidence and lastly stakeholder engagement to manage the relationships with key partners and become accepted by all parties concerned.
{"title":"The study of best practice for developing social enterprise for people with disabilities","authors":"Sakulthip Keeratiphantawong","doi":"10.1017/idm.2014.31","DOIUrl":"https://doi.org/10.1017/idm.2014.31","url":null,"abstract":"The study of social enterprise development model for people with disability aimed to establish a fundamental knowledge to apply the concept of social entrepreneurship to enhance the quality of life for the disabled as well as to provide them with the capacity building. Equally importantly was the development of social enterprise sector particularly for those with impairment in Thailand based on the local context and pattern appropriate together with research in order sustain the model for the benefit of people with disability in the country. This research investigated case studies of social enterprises for those with disability from various businesses including group of disabled agriculturalists who operated a Goat Farm in Rayong Province, The Center for Intellectually Disabled Innovation as well as Betimes Solution Co.,Ltd. The study implemented literature review, in-depth interview, questionnaire as well as observation. Summary of the study is presented below. 1. Models of social enterprise based on case studies were different. This could be classified by using the three major components including organizational mobilization, stakeholder engagement and profit management. The study revealed that group of disabled agriculturalists who operated a Goat Farm in Rayong Province could be categorized as a philanthropic model while Betimes Solution Co.,Ltd could be regarded as a commercial pattern. Center for Intellectually Disabled Innovation, on the other hand, comprised of a hybrid model. All of these signified the fact that social enterprise development model could be various. 2. Key social enterprise factors for the business engaged with disabled people based on the case studies could be ranked with three major components including competitive advantage to compete with other businesses and sustain themselves, social entrepreneurship to be able to achieve both financial and social mission effectively with skills, knowledge and confidence and lastly stakeholder engagement to manage the relationships with key partners and become accepted by all parties concerned.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90253811","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：