van Oostrom Sandra H, van Mechelen Willem, Terluin Berend, de Vet Henrica C W, Anema Johannes R
Department of Public and Occupational Health and the EMGO Institute for Health and Care Research, VU University Medical Center, van der Boechorststraat 7, 1081 BT, Amsterdam, The Netherlands.
J Occup Rehabil. 2009 Jun;19(2):212-22. doi: 10.1007/s10926-009-9170-7. Epub 2009 Mar 24.
Little is known about feasibility and acceptability of return to work (RTW) interventions for mental health problems. RTW for mental health problems is more complicated than for musculoskeletal problems due to stigmatization at the workplace. A participatory workplace intervention was developed in which an employee and supervisor identify and prioritize obstacles and solutions for RTW guided by a RTW coordinator. This paper is a feasibility study of this innovative intervention for employees with distress. The aims of this study were to describe the reach and extent of implementation of the workplace intervention, the satisfaction and expectations of all stakeholders, and the intention to use the workplace intervention in the future.
Eligible for this study were employees who had been on sick leave from regular work for 2-8 weeks with distress. Data were collected from the employees, their supervisors, RTW coordinators, and occupational physicians by means of standardized matrices and questionnaires at baseline and 3 months follow-up. Reach, implementation, satisfaction, expectations, and maintenance regarding the workplace intervention were described.
Of the 56 employees with distress eligible to receive the workplace intervention, 40 employees, their supervisors and RTW coordinators actually participated in the intervention. They identified 151 obstacles for RTW mostly related to job design, communication, mental workload and person-related stress factors. The 281 consensus-based solutions identified were mostly related to job design, communication and training. Of those solutions, 72% was realized at the evaluation with the employee and supervisor. Overall, employees, supervisors and occupational health professionals were satisfied with the workplace intervention and occupational health professionals rated it with a 7.1. Time-investment was the only barrier for implementation reported by the occupational health professionals.
The results of this study indicate a high feasibility for a broad implementation of a participatory workplace intervention for employees with distress and lost time, and their supervisors.
对于心理健康问题的重返工作岗位（RTW）干预措施的可行性和可接受性，我们了解甚少。由于工作场所的污名化，心理健康问题的RTW比肌肉骨骼问题更为复杂。我们开发了一种参与式工作场所干预措施，在RTW协调员的指导下，员工和主管共同识别并确定RTW的障碍和解决方案的优先级。本文是对这种针对困扰员工的创新干预措施的可行性研究。本研究的目的是描述工作场所干预措施的覆盖范围和实施程度、所有利益相关者的满意度和期望，以及未来使用该工作场所干预措施的意愿。
本研究的合格对象为因困扰而从正常工作岗位休病假2至8周的员工。在基线和3个月随访时，通过标准化矩阵和问卷从员工、他们的主管、RTW协调员和职业医生那里收集数据。描述了关于工作场所干预措施的覆盖范围、实施情况、满意度、期望和维持情况。
在56名有资格接受工作场所干预措施的困扰员工中，有40名员工、他们的主管和RTW协调员实际参与了干预。他们识别出151个RTW障碍，大多与工作设计、沟通、心理工作量和个人相关压力因素有关。确定的281个基于共识的解决方案大多与工作设计、沟通和培训有关。在这些解决方案中，72%在与员工和主管的评估中得以实现。总体而言，员工、主管和职业健康专业人员对工作场所干预措施感到满意，职业健康专业人员对其评分为7.1。时间投入是职业健康专业人员报告的实施唯一障碍。
本研究结果表明，针对困扰员工和误工员工及其主管广泛实施参与式工作场所干预措施具有很高的可行性。
