Background: Previous research into the retirement experience tends to focus on the individual experience. This study looks at the role of work and retirement on subjective wellbeing and how corporations must change to engage workers for longer if they themselves are to remain sustainable. Objectives: The objective of the study was to ascertain the need for creative solutions for older employer engagement. Method: Using mixed methods Internet-based research methodology, 317 people were recruited with an online survey. Thematic content analysis was utilised to explore trends that emerged from the qualitative analysis. Findings: The principle finding was that, employers need to rethink how they engage the older worker to ensure that their workforce remains stable. Discussion: Low levels of life satisfaction were linked with being dissatisfied at work. Being at work also decreased the likelihood of social interaction. In contrast retirement offered freedom from the constraints of work. Employers need to adopt suggested solutions around flexibility, offering choices and a differentiation of the meaning of the “working day” to this cohort if they are to be successful in retaining older workers in employment. Conclusion: The results are significant because governments, both local and federal, are encouraging an ageing workforce to remain in work longer. However employers need to consider how they can create greater autonomy for older people in the workplace to encourage them to want to work longer.
{"title":"The role of employers in retaining older workers","authors":"C. Howe","doi":"10.1017/idm.2014.4","DOIUrl":"https://doi.org/10.1017/idm.2014.4","url":null,"abstract":"Background: Previous research into the retirement experience tends to focus on the individual experience. This study looks at the role of work and retirement on subjective wellbeing and how corporations must change to engage workers for longer if they themselves are to remain sustainable. Objectives: The objective of the study was to ascertain the need for creative solutions for older employer engagement. Method: Using mixed methods Internet-based research methodology, 317 people were recruited with an online survey. Thematic content analysis was utilised to explore trends that emerged from the qualitative analysis. Findings: The principle finding was that, employers need to rethink how they engage the older worker to ensure that their workforce remains stable. Discussion: Low levels of life satisfaction were linked with being dissatisfied at work. Being at work also decreased the likelihood of social interaction. In contrast retirement offered freedom from the constraints of work. Employers need to adopt suggested solutions around flexibility, offering choices and a differentiation of the meaning of the “working day” to this cohort if they are to be successful in retaining older workers in employment. Conclusion: The results are significant because governments, both local and federal, are encouraging an ageing workforce to remain in work longer. However employers need to consider how they can create greater autonomy for older people in the workplace to encourage them to want to work longer.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"26 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87531378","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: In 2007, the Health and Disability Strategy Group (HDSG) of the TAC and Victorian WorkCover Authority recognised an opportunity to improve scheme outcomes by working more closely with health disciplines. To investigate whether this was feasible, a pilot program was proposed with a select group of physiotherapists. Objectives: To determine whether a network of physiotherapists who were provided with training, monitoring and support could achieve improved outcome in return to work and health outcomes. Method: In 2008, 92 physiotherapists undertook a select tender process and then completed training in return to work, the HDSG's Clinical Framework and familiarisation of the compensation system for work related and motor accident injuries. The outcomes of this network physiotherapist program were evaluated internally and by three independent research organisations to determine 1) impact on return to work, 2) impact on health outcomes, 3) patient satisfaction and 4) satisfaction of the physiotherapist providing the service. Results: When compared to non-network physiotherapist, the network physiotherapists demonstrated improved return to work for clients, better health outcomes, and greater patient satisfaction. Therapist satisfaction was also higher within the network physiotherapists. Discussion: This body of work conducted on a pilot group of physiotherapists demonstrates improved outcomes in a number of important domains for the management of worker's and motor accident injuries. It indicates that there is a benefit for schemes in supporting clinical programs. Current evidence suggests that compensable patients have worse health outcomes than their non-compensable counterparts. There is a need to promote programs that are beneficial to patients, compensable schemes and providers. Further investigation is required to demonstrate this benefit on a larger scale. Conclusions: This study indicates that there may be opportunities to improve health outcomes by investment from compensable bodies in training, support and monitoring of specific health disciplines.
{"title":"A physiotherapy network provided with training, monitoring and support achieves improved return to work and health outcomes","authors":"P. Coburn","doi":"10.1017/IDM.2014.3","DOIUrl":"https://doi.org/10.1017/IDM.2014.3","url":null,"abstract":"Background: In 2007, the Health and Disability Strategy Group (HDSG) of the TAC and Victorian WorkCover Authority recognised an opportunity to improve scheme outcomes by working more closely with health disciplines. To investigate whether this was feasible, a pilot program was proposed with a select group of physiotherapists. Objectives: To determine whether a network of physiotherapists who were provided with training, monitoring and support could achieve improved outcome in return to work and health outcomes. Method: In 2008, 92 physiotherapists undertook a select tender process and then completed training in return to work, the HDSG's Clinical Framework and familiarisation of the compensation system for work related and motor accident injuries. The outcomes of this network physiotherapist program were evaluated internally and by three independent research organisations to determine 1) impact on return to work, 2) impact on health outcomes, 3) patient satisfaction and 4) satisfaction of the physiotherapist providing the service. Results: When compared to non-network physiotherapist, the network physiotherapists demonstrated improved return to work for clients, better health outcomes, and greater patient satisfaction. Therapist satisfaction was also higher within the network physiotherapists. Discussion: This body of work conducted on a pilot group of physiotherapists demonstrates improved outcomes in a number of important domains for the management of worker's and motor accident injuries. It indicates that there is a benefit for schemes in supporting clinical programs. Current evidence suggests that compensable patients have worse health outcomes than their non-compensable counterparts. There is a need to promote programs that are beneficial to patients, compensable schemes and providers. Further investigation is required to demonstrate this benefit on a larger scale. Conclusions: This study indicates that there may be opportunities to improve health outcomes by investment from compensable bodies in training, support and monitoring of specific health disciplines.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"44 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90722080","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: It is widely recognised that the type of injury sustained plays a role in an individual's ability to return to work (RTW). Employers are quick to point out, though, that the injury alone does not always impact an injured/unwell worker's RTW outcome. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding of the factors that influence RTW outcomes for workers in the Australian federal workers’ compensation scheme. Methods: A total of 47 in-depth interviews were conducted with injured workers from both premium paying and self-insured organisations in four Australian States and Territories. An independent research company conducted the interviews on behalf of Comcare between December 2012 and February 2013. A purposeful sampling approach was employed, however, this was influenced by the willingness of people to participate. Findings: Personal situation, expectations of the organisation, relationship with the organisation and personality traits were identified as key factors influencing an individual's ability to return to work. The two driving characteristics of ‘personal resilience’ and ‘trust in the employer’ were used to identify four key types of claimants – Strivers, Temporarily Floored, Defensive & Entitled, and Victims. Discussion: Although individuals were found to have a clear disposition towards one typology over another, it was apparent that they could move between these typologies depending on how their RTW journey was going. For example, a ‘Temporarily Floored’ individual encountering perceived ‘unfair or harsh’ judgement from their employer could develop a ‘Victim’ mindset. Conclusion: Understanding that core individual dispositions impact a person's readiness, preparedness and confidence to RTW, has provided Comcare with the framework to further explore how we can identify and use these personal characteristics at the beginning of a claim to improve the recovery and RTW outcomes of our claimants.
{"title":"Individual dispositions that impact readiness, preparedness and confidence in returning to work / Return to work journey: an injured worker perspective","authors":"P. Odgers","doi":"10.1017/idm.2014.5","DOIUrl":"https://doi.org/10.1017/idm.2014.5","url":null,"abstract":"Background: It is widely recognised that the type of injury sustained plays a role in an individual's ability to return to work (RTW). Employers are quick to point out, though, that the injury alone does not always impact an injured/unwell worker's RTW outcome. Objectives: The objectives of this research were to provide Comcare with greater insights and a better understanding of the factors that influence RTW outcomes for workers in the Australian federal workers’ compensation scheme. Methods: A total of 47 in-depth interviews were conducted with injured workers from both premium paying and self-insured organisations in four Australian States and Territories. An independent research company conducted the interviews on behalf of Comcare between December 2012 and February 2013. A purposeful sampling approach was employed, however, this was influenced by the willingness of people to participate. Findings: Personal situation, expectations of the organisation, relationship with the organisation and personality traits were identified as key factors influencing an individual's ability to return to work. The two driving characteristics of ‘personal resilience’ and ‘trust in the employer’ were used to identify four key types of claimants – Strivers, Temporarily Floored, Defensive & Entitled, and Victims. Discussion: Although individuals were found to have a clear disposition towards one typology over another, it was apparent that they could move between these typologies depending on how their RTW journey was going. For example, a ‘Temporarily Floored’ individual encountering perceived ‘unfair or harsh’ judgement from their employer could develop a ‘Victim’ mindset. Conclusion: Understanding that core individual dispositions impact a person's readiness, preparedness and confidence to RTW, has provided Comcare with the framework to further explore how we can identify and use these personal characteristics at the beginning of a claim to improve the recovery and RTW outcomes of our claimants.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"12 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82172323","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}
Twenty years ago, those of us in the allied health field were trained to believe that mature people didn't lodge workers’ compensation claims and mature workers didn't have injuries because they ‘knew their work environment so well’. Only 7 years ago, insurers believed that their book of claims in Workers’ Compensation had no age related correlation to claims costs. We now know that all of these assumptions do not stand up in relation to the current workforce in Australia and we are building a wealth of knowledge about the mature cohort in today's workforce. This presentation will guide the audience through the process of developing a compelling business case to assist employers understand the cost benefit of proactively engaging with their mature employees and the benefits for both the workers over fifty five years of age and businesses in Australia. In developing a business case, the first stage of a strategy is being formulated for the care and well-being of mature workers, this leads to preparedness for effective return to work measures in the event of injury and health maintenance strategies for mature workers. The side benefits to a business are vast; from reduced turnover and associated costs, the retention of knowledge to reduced insurance costs and productivity benefits. Five years of analytical data will be presented to demonstrate the trending, the influences and precautionary tales for those committed to the psychological well-being of the mature workforce in Australia.
{"title":"Creating a compelling business case for employers; psychosocial benefit for mature workers","authors":"Kristine Gatt","doi":"10.1017/IDM.2014.32","DOIUrl":"https://doi.org/10.1017/IDM.2014.32","url":null,"abstract":"Twenty years ago, those of us in the allied health field were trained to believe that mature people didn't lodge workers’ compensation claims and mature workers didn't have injuries because they ‘knew their work environment so well’. Only 7 years ago, insurers believed that their book of claims in Workers’ Compensation had no age related correlation to claims costs. We now know that all of these assumptions do not stand up in relation to the current workforce in Australia and we are building a wealth of knowledge about the mature cohort in today's workforce. This presentation will guide the audience through the process of developing a compelling business case to assist employers understand the cost benefit of proactively engaging with their mature employees and the benefits for both the workers over fifty five years of age and businesses in Australia. In developing a business case, the first stage of a strategy is being formulated for the care and well-being of mature workers, this leads to preparedness for effective return to work measures in the event of injury and health maintenance strategies for mature workers. The side benefits to a business are vast; from reduced turnover and associated costs, the retention of knowledge to reduced insurance costs and productivity benefits. Five years of analytical data will be presented to demonstrate the trending, the influences and precautionary tales for those committed to the psychological well-being of the mature workforce in Australia.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"86 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83762174","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 the United States, workers’ compensation law is state-specific, and employee benefits including health care costs are born primarily by the employer. In response to cost increases in medical treatment and absences due to illnesses and injuries occupational or non-occupational, the practice of Disability Management (DM) has continued to evolve. The purpose of Disability Management is to reduce the incidents of employee absences, whether due to illness, injury, or other causes. There is a distinct paucity of meaningful analyses of the history and emerging evidences in the DM field. As a more integrated approach to disability management, both a theoretical understanding and an evidence-based practice is sought by each stakeholder in order to structure the evolution of practice and to document consistent ROI metrics. Theoretical underpinnings, historical evolution of disability and absence management, and specific evidence-based trends emerging in the field form the foundation of these standards. This study is a workplace approach that begins to define standards of practice to integrate disability management, health and wellness, and absence management. The purpose of this study is to collect data to comprehend how employers perceive their own awareness, importance, and feelings of preparedness pertaining to the primary practice domains identified in DM. This data will be obtained through an electronic survey using rating scales with an online questionnaire which will include descriptive and ex post facto design components. The survey items were developed by these authors in collaboration with other colleagues known in the field of Disability Management. Descriptive statistics will be computed for the employer participants characteristics based upon the demographic portion of the online questionnaire. The population of interest in this study is national or international employer(s) that have deployed or interested to develop Disability Management program(s) at their worksite(s). The specific type of employees/partners with these employers include: Occupational Health Practitioners, Department Heads and Supervisors, Human Resources personnel and Risk Management/Safety Personnel. The findings from this study will help identify employer perceptions of recognized DM practice domains, identify potential training needs of employers, and assist in developing standards of practice approach to workplace disability, health/wellness, and absence management, and DM educational standards. In addition, employers will be able identify their position on the continuum of the model disability management that evolves to engage practices integrating health and wellness, absence management, and productivity management. Maturation benchmarks will place the employer in a continuous improvement mode towards a workplace with a healthier workforce in a healthier community. Information will also be beneficial to the literature, and capacity development of students and pract
{"title":"Identifying employer perceptions of recognised DM practice domains","authors":"W. Coduti, C. King","doi":"10.1017/IDM.2014.10","DOIUrl":"https://doi.org/10.1017/IDM.2014.10","url":null,"abstract":"In the United States, workers’ compensation law is state-specific, and employee benefits including health care costs are born primarily by the employer. In response to cost increases in medical treatment and absences due to illnesses and injuries occupational or non-occupational, the practice of Disability Management (DM) has continued to evolve. The purpose of Disability Management is to reduce the incidents of employee absences, whether due to illness, injury, or other causes. There is a distinct paucity of meaningful analyses of the history and emerging evidences in the DM field. As a more integrated approach to disability management, both a theoretical understanding and an evidence-based practice is sought by each stakeholder in order to structure the evolution of practice and to document consistent ROI metrics. Theoretical underpinnings, historical evolution of disability and absence management, and specific evidence-based trends emerging in the field form the foundation of these standards. This study is a workplace approach that begins to define standards of practice to integrate disability management, health and wellness, and absence management. The purpose of this study is to collect data to comprehend how employers perceive their own awareness, importance, and feelings of preparedness pertaining to the primary practice domains identified in DM. This data will be obtained through an electronic survey using rating scales with an online questionnaire which will include descriptive and ex post facto design components. The survey items were developed by these authors in collaboration with other colleagues known in the field of Disability Management. Descriptive statistics will be computed for the employer participants characteristics based upon the demographic portion of the online questionnaire. The population of interest in this study is national or international employer(s) that have deployed or interested to develop Disability Management program(s) at their worksite(s). The specific type of employees/partners with these employers include: Occupational Health Practitioners, Department Heads and Supervisors, Human Resources personnel and Risk Management/Safety Personnel. The findings from this study will help identify employer perceptions of recognized DM practice domains, identify potential training needs of employers, and assist in developing standards of practice approach to workplace disability, health/wellness, and absence management, and DM educational standards. In addition, employers will be able identify their position on the continuum of the model disability management that evolves to engage practices integrating health and wellness, absence management, and productivity management. Maturation benchmarks will place the employer in a continuous improvement mode towards a workplace with a healthier workforce in a healthier community. Information will also be beneficial to the literature, and capacity development of students and pract","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"19 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84455123","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 use of early intervention (EI) strategies following workplace injuries and illnesses have long been espoused by medical specialists, rehabilitation providers, regulators and others to be important in hastening recovery, and shortening the length of absence from work. Little is known, however, about the application, content or effectiveness of EI practices within the Comcare scheme. Objectives: The aim of this research is to provide a strategic assessment of EI in the Comcare scheme by: • investigating what constitutes EI from an employer perspective,• determining which agencies/organisations use EI and why, and• establishing the impact EI has or could have on the scheme. Methods: Phase one will consist of in-depth interviews and/or small group discussions with representatives from both premium paying and self-insured organisations. An independent research company will conduct phase one on behalf of Comcare between February and March 2014. A targeted sampling approach has been used to ensure organisations with known greater and lesser experience in the use of EI are included. Phase two will build on phase one, using an online survey to collect information from all premium paying and self-insured organisations in the Comcare Scheme. Findings: It is anticipated that, within the Comcare scheme, the project will identify: what constitutes EI; what role EI plays or could play; what influences EIs success; and how EI is impacting the type and complexity of claims entering the scheme. Discussion: This paper will focus on the key findings of the research and the implications they have for policies, practices and service delivery. Conclusion: Understanding the role of EI in organisations provided Comcare with a framework to better guide and support employers in their response to workplace injuries and illnesses, and improving the outcomes for their people.
{"title":"Early intervention: what is it really?","authors":"P. Odgers","doi":"10.1017/IDM.2014.12","DOIUrl":"https://doi.org/10.1017/IDM.2014.12","url":null,"abstract":"Background: The use of early intervention (EI) strategies following workplace injuries and illnesses have long been espoused by medical specialists, rehabilitation providers, regulators and others to be important in hastening recovery, and shortening the length of absence from work. Little is known, however, about the application, content or effectiveness of EI practices within the Comcare scheme. Objectives: The aim of this research is to provide a strategic assessment of EI in the Comcare scheme by: • investigating what constitutes EI from an employer perspective,• determining which agencies/organisations use EI and why, and• establishing the impact EI has or could have on the scheme. Methods: Phase one will consist of in-depth interviews and/or small group discussions with representatives from both premium paying and self-insured organisations. An independent research company will conduct phase one on behalf of Comcare between February and March 2014. A targeted sampling approach has been used to ensure organisations with known greater and lesser experience in the use of EI are included. Phase two will build on phase one, using an online survey to collect information from all premium paying and self-insured organisations in the Comcare Scheme. Findings: It is anticipated that, within the Comcare scheme, the project will identify: what constitutes EI; what role EI plays or could play; what influences EIs success; and how EI is impacting the type and complexity of claims entering the scheme. Discussion: This paper will focus on the key findings of the research and the implications they have for policies, practices and service delivery. Conclusion: Understanding the role of EI in organisations provided Comcare with a framework to better guide and support employers in their response to workplace injuries and illnesses, and improving the outcomes for their people.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"111 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79618994","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}
Aboriginal and Torres Strait Islander people carry a high disease burden with a consequent reduced life expectancy. There are reduced opportunities for conventional employment with further difficulties if the person has a disability. Nevertheless meaningful participation in community activities can occur. This paper will explore these issues giving examples of how this can be facilitated.
{"title":"Barriers for the injured indigenous person to return to work","authors":"H. Flavell","doi":"10.1017/IDM.2014.33","DOIUrl":"https://doi.org/10.1017/IDM.2014.33","url":null,"abstract":"Aboriginal and Torres Strait Islander people carry a high disease burden with a consequent reduced life expectancy. There are reduced opportunities for conventional employment with further difficulties if the person has a disability. Nevertheless meaningful participation in community activities can occur. This paper will explore these issues giving examples of how this can be facilitated.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"16 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72902108","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}
Measuring return to work outcomes after injury is in itself a challenge for most workers’ compensation schemes. Increasing return to work rates is even more difficult. In Australia, the national return to work measure obtained via an annual survey of injured workers has not risen since its introduction in 1997/98. However, unlike most other Australian jurisdictions, Queensland, Australia's ‘sunshine state’, records return to work outcomes at the end of every time lost claim. More than this, Queensland has increased its overall return to work outcome in recent years from 90% to over 95%. A number of specific strategies were introduced to improve these return to work results. The presentation will outline these strategies which other jurisdictions and countries can hopefully learn from. In addition, WorkCover Queensland, the state's monopoly insurer outside self-insurers, has introduced further return to work measures it successfully uses both internally and externally.
{"title":"Return to work rate rises in the Sunshine State (Queensland, Australia)","authors":"Sharon Stratford","doi":"10.1017/idm.2014.50","DOIUrl":"https://doi.org/10.1017/idm.2014.50","url":null,"abstract":"Measuring return to work outcomes after injury is in itself a challenge for most workers’ compensation schemes. Increasing return to work rates is even more difficult. In Australia, the national return to work measure obtained via an annual survey of injured workers has not risen since its introduction in 1997/98. However, unlike most other Australian jurisdictions, Queensland, Australia's ‘sunshine state’, records return to work outcomes at the end of every time lost claim. More than this, Queensland has increased its overall return to work outcome in recent years from 90% to over 95%. A number of specific strategies were introduced to improve these return to work results. The presentation will outline these strategies which other jurisdictions and countries can hopefully learn from. In addition, WorkCover Queensland, the state's monopoly insurer outside self-insurers, has introduced further return to work measures it successfully uses both internally and externally.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75378381","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 experience of unnecessary suffering as a result of another's actions or the experience of irreparable losses are likely to give rise to perceptions of injustice. Until recently, little systematic research had been conducted on the effects of perceptions of injustice on recovery outcomes following injury. It is now becoming clear that justice-related appraisals can have a dramatic impact on the physical and emotional consequences of injury. High levels of perceived injustice have been associated with more severe pain, more severe emotional distress, and more pronounced disability. Research has also pointed to multiple sources of a client's perceptions of injustice including, the person responsible for the accident, the insurance representative, as well as the health care provider. This presentation will summarize what is currently known about the relation between perceived injustice and recovery outcomes. The presentation will also address the processes by which perceptions of injustice might contribute to adverse health and mental health outcomes consequent to injury. Implications for prevention and intervention will be discussed.
{"title":"Perceived injustice contributes to poor rehabilitation outcomes in individuals who have sustained workplace injuries","authors":"H. Adams","doi":"10.1017/IDM.2014.40","DOIUrl":"https://doi.org/10.1017/IDM.2014.40","url":null,"abstract":"The experience of unnecessary suffering as a result of another's actions or the experience of irreparable losses are likely to give rise to perceptions of injustice. Until recently, little systematic research had been conducted on the effects of perceptions of injustice on recovery outcomes following injury. It is now becoming clear that justice-related appraisals can have a dramatic impact on the physical and emotional consequences of injury. High levels of perceived injustice have been associated with more severe pain, more severe emotional distress, and more pronounced disability. Research has also pointed to multiple sources of a client's perceptions of injustice including, the person responsible for the accident, the insurance representative, as well as the health care provider. This presentation will summarize what is currently known about the relation between perceived injustice and recovery outcomes. The presentation will also address the processes by which perceptions of injustice might contribute to adverse health and mental health outcomes consequent to injury. Implications for prevention and intervention will be discussed.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79288156","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: In the context of demographic change and lack of qualified workers the preservation of the internal labour force gains importance for the companies. At the same time private and public income security organisations are increasingly interested in achieving better return to work out-comes in order to reduce their costs. Research shows that a functioning DM leads to more effective return to work in companies. Objectives: The interaction between the welfare state, the companies and private insurers is quite different in each county and highly depending and formed by the established welfare state scheme. In the presentation we will describe the interplay between the different stakeholders in DM for the situation in Switzerland and derive specific challenges and opportunities that arise from this set-ting. Methods: The presentation is based on findings from two studies (2008 and 20013) on disability management in private companies in Switzerland relying on qualitative and quantitative data. The results of these studies will be enriched with first findings from an ongoing international study that compares DM programmes in Switzerland, Australia, Canada and China (2013–2015). Findings: The cooperation between social insurances and the companies could be improved in various ways. Most important is the improvement of informal and institutional communication between the company and the social insurances representatives. But there is also a need to more effective and efficient cooperation in improving rehabilitation processes and the processes of work-place integration. In general the studies show not only that organisational development is needed but also the qualification of DMP’s, as key factors in the processes, need to be improved. Discussion: We will present findings from a study on DM programmes in private companies from 2008, from a study on DM activities in small and medium sized companies 2013 and first results from an on-going international comparative research project mentioned above. What lessons can be learned from the perspective of the different actors in DM, especially from companies and social security organisations? Conclusion: Companies, private insurers and social security organizations will gain new insights into challenges and opportunities of DM. The findings will help to enhance collaboration between these different stakeholders and might provide important insight to improve and enhance existing DM programmes.
{"title":"What lessons can be learned from the perspective of the different actors in DM, especially from companies and social security organisations?","authors":"T. Geisen","doi":"10.1017/idm.2014.17","DOIUrl":"https://doi.org/10.1017/idm.2014.17","url":null,"abstract":"Background: In the context of demographic change and lack of qualified workers the preservation of the internal labour force gains importance for the companies. At the same time private and public income security organisations are increasingly interested in achieving better return to work out-comes in order to reduce their costs. Research shows that a functioning DM leads to more effective return to work in companies. Objectives: The interaction between the welfare state, the companies and private insurers is quite different in each county and highly depending and formed by the established welfare state scheme. In the presentation we will describe the interplay between the different stakeholders in DM for the situation in Switzerland and derive specific challenges and opportunities that arise from this set-ting. Methods: The presentation is based on findings from two studies (2008 and 20013) on disability management in private companies in Switzerland relying on qualitative and quantitative data. The results of these studies will be enriched with first findings from an ongoing international study that compares DM programmes in Switzerland, Australia, Canada and China (2013–2015). Findings: The cooperation between social insurances and the companies could be improved in various ways. Most important is the improvement of informal and institutional communication between the company and the social insurances representatives. But there is also a need to more effective and efficient cooperation in improving rehabilitation processes and the processes of work-place integration. In general the studies show not only that organisational development is needed but also the qualification of DMP’s, as key factors in the processes, need to be improved. Discussion: We will present findings from a study on DM programmes in private companies from 2008, from a study on DM activities in small and medium sized companies 2013 and first results from an on-going international comparative research project mentioned above. What lessons can be learned from the perspective of the different actors in DM, especially from companies and social security organisations? Conclusion: Companies, private insurers and social security organizations will gain new insights into challenges and opportunities of DM. The findings will help to enhance collaboration between these different stakeholders and might provide important insight to improve and enhance existing DM programmes.","PeriodicalId":53532,"journal":{"name":"International Journal of Disability Management","volume":"6 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84589205","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：