Pransky Glenn, Shaw William, Franche Renee-Louise, Clarke Andrew
Center for Disability Research, Liberty Mutual Research Institute for Safety, Hopkinton, MA 01748, USA.
Disabil Rehabil. 2004 Jun 3;26(11):625-34. doi: 10.1080/09638280410001672517.
To review prevailing models of disability management and prevention with respect to communication, and to suggest alternative approaches.
Review of selected articles.
Effective disability management and return to work strategies have been the focus of an increasing number of intervention programmes and associated research studies, spanning a variety of worker populations and provider and business perspectives. Although primary and secondary disability prevention approaches have addressed theoretical basis, methods and costs, few identify communication as a key factor influencing disability outcomes. Four prevailing models of disability management and prevention (medical model, physical rehabilitation model, job-match model, and managed care model) are identified. The medical model emphasizes the physician's role to define functional limitations and job restrictions. In the physical rehabilitation model, rehabilitation professionals communicate the importance of exercise and muscle reconditioning for resuming normal work activities. The job-match model relies on the ability of employers to accurately communicate physical job requirements. The managed care model focuses on dissemination of acceptable standards for medical treatment and duration of work absence, and interventions by case managers when these standards are exceeded. Despite contrary evidence for many health impairments, these models share a common assumption that medical disability outcomes are highly predictable and unaffected by either individual or contextual factors. As a result, communication is often authoritative and unidirectional, with workers and employers in a passive role.
Improvements in communication may be responsible for successes across a variety of new interventions. Communication-based interventions may further improve disability outcomes, reduce adversarial relationships, and prove cost-effective; however, controlled trials are needed.
回顾关于沟通方面的现行残疾管理与预防模式,并提出替代方法。
对所选文章进行综述。
有效的残疾管理和重返工作岗位策略一直是越来越多干预项目及相关研究的重点,涉及各类工人群体以及提供者和企业等不同视角。尽管一级和二级残疾预防方法涉及理论基础、方法和成本,但很少有研究将沟通视为影响残疾结果的关键因素。确定了四种现行的残疾管理与预防模式(医学模式、身体康复模式、工作匹配模式和管理式医疗模式)。医学模式强调医生在界定功能限制和工作限制方面的作用。在身体康复模式中,康复专业人员传达锻炼和肌肉恢复对恢复正常工作活动的重要性。工作匹配模式依赖雇主准确传达工作身体要求的能力。管理式医疗模式侧重于传播可接受的医疗治疗标准和缺勤时长,并在超过这些标准时由个案管理员进行干预。尽管有许多健康损害的相反证据,但这些模式都有一个共同假设,即医疗残疾结果具有高度可预测性,不受个体或情境因素影响。因此,沟通往往是权威性的且单向的,工人和雇主处于被动地位。
沟通的改善可能是各种新干预措施取得成功的原因。基于沟通的干预措施可能会进一步改善残疾结果,减少对抗关系,并证明具有成本效益;然而,还需要进行对照试验。