National Centre for Work and Rehabilitation, Department of Medical and Health Sciences, Linkoping University, 581 83 Linköping, Sweden.
J Occup Rehabil. 2009 Dec;19(4):409-18. doi: 10.1007/s10926-009-9195-y.
Employers can use several strategies to facilitate return-to-work for workers on sick leave, but there seems to be limited knowledge of how workplace-based interventions are actually implemented in organisations. One public Swedish employer initiated a return-to-work programme which incorporated interventions suggested by earlier research, e.g. multi-professional health assessment, case management, educational peer-support groups and adapted workplace training. The overall purpose of the study is to analyse how the programme was implemented and experienced in the organisation, from the perspective of involved stakeholders, i.e. supervisors, occupational health consultants and a project coordinator. The objective of this paper is to identify and analyse how these stakeholders perceived that the programme had been implemented in relation to its intentions.
A qualitative method was used, consisting of individual interviews with eight supervisors and the project leader. Two group interviews with five occupational health service consultants were also conducted.
The study revealed barriers to the implementation of return-to-work interventions. Not all of the intended interventions had been implemented as expected in policy. One explanation is that the key stakeholders expressed a more biomedical, individual view of work ability, while the programme was based on a more holistic, biopsychosocial view.
Implementation of a return-to-work programme is an ongoing, long-term multi-level strategy, requiring time for reflection, stakeholder participation, openness to change of intervention activities, and continuous communication.
雇主可以使用多种策略来促进请病假员工重返工作岗位，但对于工作场所干预措施实际上在组织中是如何实施的，似乎知之甚少。一家瑞典公共雇主启动了一项重返工作岗位的计划，该计划纳入了先前研究提出的干预措施，例如多专业健康评估、案例管理、教育同伴支持小组和适应性工作场所培训。本研究的总体目的是从利益相关者（即主管、职业健康顾问和项目经理）的角度分析该计划在组织中的实施和体验情况。本文的目的是确定和分析这些利益相关者如何看待该计划在其预期目的方面的实施情况。
采用定性方法，对 8 名主管和项目经理进行了个人访谈。还进行了两次有 5 名职业健康服务顾问参加的小组访谈。
研究揭示了重返工作岗位干预措施实施的障碍。并非所有预期的干预措施都如政策所预期的那样实施。一种解释是，主要利益相关者对工作能力表现出更具生物医学、个体的观点，而该计划则基于更全面、生物心理社会的观点。
重返工作岗位计划的实施是一个持续的、长期的多层次战略，需要时间进行反思、利益相关者参与、对干预活动的改变持开放态度，以及持续的沟通。
