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How Can Supervisors Contribute to the Return to Work of Employees Who have Experienced Depression?
Background: In Western countries, work disability due to depression is a widespread problem that generates enormous costs. Objective: The goal of this study was to determine the types and prevalence of supervisor contributions during the different phases of the return-to-work (RTW) process (before and during the sick-leave absence, and during the RTW preparations) of employees diagnosed with depression. Moreover, we sought to determine which contributions actually facilitate employees' RTW, and to identify the work accommodations most frequently implemented by supervisors at the actual time...
Quels sont les facilitateurs du maintien en emploi en santé des travailleurs seniors dans un milieu d’éducation au Québec?
Le pourcentage de travailleurs seniors âgés de 45 ans et plus augmente sans cesse sur le marché du travail au Québec. Dans le secteur de l'éducation, une large portion de la main-d'œuvre est âgée de 45 ans et plus (41 %) et un tiers du personnel aura quitté son poste entre 2009 et 2018 (Grenier, 2009). Des statistiques récentes montrent aussi que les lésions tant de nature physique que psychologique des travailleurs québécois du secteur de l'éducation sont souvent associées à...
Psychosocial work environment and mental health-related long-term sickness absence among nurses
Purpose: We investigated which job demands and job resources were predictive of mental health-related long-term sickness absence (LTSA) in nurses. Methods: The data of 2059 nurses were obtained from the Norwegian survey of Shift work, Sleep and Health. Job demands (psychological demands, role conflict, and harassment at the workplace) and job resources (social support at work, role clarity, and fair leadership) were measured at baseline and linked to mental health-related LTSA during 2-year follow-up. Cox regression models estimated hazard ratios (HR) and related 95% confidence intervals (CI)....
Determinants of Sickness Absence and Return to Work Among Employees with Common Mental Disorders
A Scoping Review Purpose: To present an overview of the existing evidence on prognostic factors of (recurrent) sickness absence (SA) and return to work (RTW) among workers with a common mental disorder (CMD). This scoping review provides information about determinants for SA and RTW, which could be used to develop better interventions aimed at the prevention of SA and promotion of RTW among workers with a CMD. Methods: Relevant articles were identified in PubMed, Embase, PsycINFO, PSYNDEX, and SINGLE up to October 2016. In order to be included, studies should provide insight into prognostic factors...
Return to work: A comparison of psychological and physical injury claims
The report examines the similarities and differences between psychological and physical claims. Two main areas are considered: RTW by potential influencing factors, and employees responses and experiences. Source: https://www.safeworkaustralia.gov.au/doc/return-work-comparison-psychological-and-physical-injury-claims
Barriers to and facilitators of return to work after sick leave in workers with common mental disorders
Perspectives of workers, mental health professionals, occupational health professionals, general physicians and managers Common mental disorders (CMDs), such as anxiety, stress and depression, are among the leading causes of disability worldwide and have a major impact in terms of lost productivity and sickness absence. Returning to work is a complex process in which different stakeholders may be involved and have to co-operate. This report discusses the return-to-work process of workers on sick leave with CMDs, and the barriers and facilitators from a multi-stakeholder perspective, ie workers...
How do line managers experience and handle the return to work of employees on sick leave due to work-related stress?
A one-year follow-up study PURPOSE: To examine how line managers experience and manage the return to work process of employees on sick leave due to work-related stress and to identify supportive and inhibiting factors. MATERIALS AND METHODS: Semi-structured interviews with 15 line managers who have had employees on sick leave due to work-related stress. The grounded theory approach was employed. RESULTS: Even though managers may accept the overall concept of work-related stress, they focus on personality and individual circumstances when an employee is sick-listed due to work-related stress...
Managerial abuse and the process of absence among mental health staff
Managers' abuse of subordinates is a common form of unethical behaviour in workplaces. When exposed to such abuse, employees may go absent from work. We propose two possible explanations for employee absence in response to managerial abuse: a sociological explanation based on perceptions of organizational justice and a psychological explanation based on psychological strain. Both are tested using data from a sample of 1472 mental health workers. The occurrence, duration and frequency of absence are investigated using a hurdle model. Managerial abuse is found to be associated with the occurrence...
Organizational justice and disability pension from all-causes, depression and musculoskeletal diseases
A Finnish cohort study of public sector employees Work-related psychosocial factors that are measured once may not provide an accurate estimate of long-term exposure. Thus, we used repeated measures of organizational justice to evaluate its association with disability pension in a cohort of 24 895 Finnish public sector employees. High organizational justice was associated with lower risk of disability pension due to depression and musculoskeletal diseases. Source: Juvani A, Oksanen T, Virtanen M, Elovainio M, Salo P, Pentti J, Kivimäki M, Vahtera J. Scand J Work Environ Health , 2016. http...
Sickness absence and mental health
Evidence from a nationally representative longitudinal Survey Objectives Previous studies have consistently reported evidence of large significant associations between measures of psychological health and sickness absence. Some of this association, however, may be confounded by relevant covariates that have not been controlled. By using data with repeated observations from the same individuals, this study aimed to quantify the bias due to unobserved characteristics that are time invariant. Methods Longitudinal data from the Household, Income, and Labour Dynamics in Australia (HILDA) Survey were...
Stability of return to work after a coordinated and tailored intervention for sickness absence compensation beneficiaries with mental health problems
Results of a two-year follow-up study Purpose: Mental health problems (MHPs) are increasingly common as reasons for long-term sickness absence. However, the knowledge of how to promote a stable return to work (RTW) after sickness absence due to MHPs is limited. The purpose of this study was to assess the effects of a multidisciplinary, coordinated and tailored RTW-intervention in terms of stability of RTW, cumulative sickness absence and labour market status after 2 years among sickness absence compensation beneficiaries with MHPs. Methods: In a quasi-randomised, controlled trial, we followed recipients...
Barriers to change in depressive symptoms following multidisciplinary rehabilitation for whiplash
The role of perceived injustice OBJECTIVE: Depressive symptoms complicate patients' recovery following musculoskeletal injury. There is strong evidence to support the utility of multidisciplinary approaches for treating comorbid pain and depressive symptoms. Despite this, a significant proportion of patients may not experience meaningful reductions in depressive symptoms following intervention. The purpose of this study was to identify barriers to change in depressive symptom during multidisciplinary rehabilitation for patients with whiplash injuries. METHODS: 53 patients with clinically meaningful...
Les facteurs influençant le retour au travail après une dépression
Le point de vue et le rôle des acteurs syndicaux En 2005, l'Organisation mondiale de la Santé (OMS) stipulait que dans moins d'une décennie, la dépression constituerait une des premières causes d'incapacité avec les maladies cardiovasculaires (World Health Organization, 2005). En effet, on constate une augmentation des prestations d'invalidité attribuables aux troubles mentaux, notamment la dépression. Celles-ci sont à l'origine de plus de 40% de toutes les réclamations d'assurance-salaire (MSSS, 2005)...
Is temporary employment a risk factor for work disability due to depressive disorders and delayed return to work?
The Finnish Public Sector Study Objectives: Research on temporary employment as a risk factor for work disability due to depression is mixed, and few studies have measured work disability outcome in detail. We separately examined the associations of temporary employment with (i) the onset of work disability due to depression, (ii) the length of disability episodes, and (iii) the recurrence of work disability, taking into account the possible effect modification of sociodemographic factors. Methods: We linked the prospective cohort study data of 107 828 Finnish public sector employees to national...
Guide soutenir le retour au travail et favoriser le maintien en emploi
Faciliter le retour au travail d'un employé à la suite d'une absence liée à un problème de santé psychologique Ce guide a été conçu pour vous aider à élaborer une démarche d'accompagnement et de soutien au retour au travail d'un employé à la suite d'une absence liée à un problème de santé psychologique, afin de faciliter son rétablissement et son retour au travail. Il s'agit d'un outil pratique, qui allie l'accompagnement individuel...
IWH research helps shape new work reintegration initiative
Vous voulez connaître les tous derniers résultats de recherche portant sur le lien entre l'augmentation des exigences psychologiques au travail et la dépression; vous voulez en savoir davantage sur l'impact de la recherche sur le développement du nouveau programme ontarien de réadaptation au travail; vous voulez en savoir davantage sur les politiques de la Californie à l'égard des travailleurs ayant une incapacité de longue durée; enfin, vous voulez connaître les nouveaux outils d'aide au retour au travail développés...
The Paradoxes of Managing Employees’ Absences for Mental Health Reasons and Practices to Support Their Return to Work
The capacity to implement effective strategies in an organization largely depends on the capacity to mobilize on-site stakeholders around a common project. This study aims to identify the practices and paradigms of workplace stakeholders involved in managing and following up on the return to work of employees who have been absent for mental health reasons. Source : St-Arnaud, L.; Pelletier, M.; Briand, C. Journal for Social Action in Counseling and Psychology, Vol. 3, No 2, Fall 2011 http://www.psysr.org/jsacp/St-Arnaud-v3n2-11_36-52.pdf
Du trouble mental à l'incapacité au travail : une perspective transdisciplinaire
Cet ouvrage collectif, dirigé par deux professeurs-chercheurs engagés dans le domaine de la réadaptation au travail, propose de passer en revue les éléments essentiels à une bonne compréhension du retour et de la réintégration au travail de personnes aux prises avec un trouble mental. Au sein de notre société moderne, notamment dans les organisations, les troubles mentaux constituent désormais une problématique qui préoccupe les acteurs concernés par le retour et la réintégration...
Retour au travail après une absence pour un problème de santé mentale
Les problèmes de santé mentale au travail représentent actuellement l’une des plus importantes causes d’absence au travail, et ce phénomène a connu une croissance marquée au cours des deux dernières décennies. Les travaux entrepris dans le domaine de la réadaptation professionnelle et de la santé mentale au travail ont permis de mettre en évidence l’importance d’une démarche de collaboration entre les acteurs concernés par le processus de retour au travail. Toutefois, si quelques études...
Workplace Characteristics, Depression, and Health-Related Presenteeism in a General Population Sample
Objectives: To investigate the relationships between workplace psychosocial factors, work/family conflicts, depression, and health-related presenteeism in a sample of employees who were randomly selected from the communities. Methods: A cross-sectional study of 4032 employees representative of the working population aged 25 to 64 years in Alberta, Canada. Data about workplace characteristics, depression, and health-related presenteeism were collected through telephone. Results: In the participants, 47.3% and 42.9% reported some degree of impaired job performance in completing work and avoiding...
Return-to-work/Stay-at-work Interventions for Workers with Mental Health Conditions
Best Practices OHSAH and a core group of stakeholders have developed a consensus and evidence-based Return-to-work (RTW) and Stay-at-work (SAW) Best Practices, adapted to the needs of healthcare workers in British Columbia. These recommendations focus on workplace interventions aimed at assisting workers with common mental health conditions return to work and/or stay at work. Source : http://www.ohsah.bc.ca/media/392-PF-RTW.SAW.pdf
Health Psychology: A Cultural Approach
Although employee wellness programs have materialized as an important workplace strategy to optimize employee health and productivity during the last decade, the success of these programs have been dependent on a number of variables . Many programs have placed increasing emphasis on employee emotional well being. As a result health psychology has become an essential component of most corporate wellness programs because it speaks to the potential impact of thought, behavior, and emotions on employee health, illness, and productivity . Cultural diversity is another factor influencing the outcomes...
Stress at work - causes, signs and symptoms
What is stress? - HSE's formal definition of work related stress is “The adverse reaction people have to excessive pressures or other types of demand placed on them at work.” In these pages we explain what stress is, its causes and the signs and symptoms to watch for. Source: http://www.hse.gov.uk/stress/furtheradvice/whatisstress.htm
What are the Management Standards for work-related stress?
The Management Standards define the characteristics, or culture, of an organisation where the risks from work-related stress are being effectively managed and controlled. The Management Standards cover six key areas of work design that, if not properly managed, are associated with poor health and well-being, lower productivity and increased sickness absence. In other words, the six Management Standards cover the primary sources of stress at work. The Management Standards represent a set of conditions that, if present, reflect a high level of health well-being and organisational performance. Source...
Work stress and work ability: cross-sectional findings from the German sociomedical panel of employees
Maintenance of work ability and restoration of reduced work ability by prevention and rehabilitation are major aims of disability management. To achieve these aims, decision-makers and health care providers need evidence of the determinants of restricted work ability. The aim of this article was to analyse the cross-sectional association between work stress and work ability in a population drawn from a random sample of employees. A total of 1463 working men and women aged 30-59 years from the baseline survey of the German SPE were included in the analyses. Work stress was defined in terms of the...
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