主管对腰痛发作的病假证明的反应：员工的个人经历。
Supervisors' responses to sickness certification for an episode of low back pain: employees' personal experiences.
机构信息
Centre of Methods and Policy Application in the Social Sciences, The University of Auckland, Auckland, New Zealand.
出版信息
Disabil Rehabil. 2011;33(19-20):1728-36. doi: 10.3109/09638288.2010.544836. Epub 2010 Dec 31.
PURPOSE
To understand how work supervisors respond to sickness certification for an episode of low back pain based on employees' reports of employer-employee interactions.
METHOD
Thematic analysis of semi-structured in-depth interviews with 16 employees who were currently or had recently been off work with an episode of low back pain.
RESULTS
Two types of initial supervisor response were identified: See you later and take your time and get it right. Both of these relied on the employee returning to work once they were able to do their normal work tasks. Three types of subsequent response were identified: proactive, apathetic and negative. Only the proactive response included actions to encourage and assist the employee to return to the workplace.
CONCLUSIONS
The interactions described by participants suggest that employers and their representatives often postpone actioning to return to work interventions which potentially delays the rehabilitation of the employee.
目的
了解工作主管根据员工对雇主-员工互动的报告，如何回应腰痛发作的病假证明。
方法
对 16 名目前或最近因腰痛而缺勤的员工进行半结构化深入访谈的主题分析。
结果
确定了两种初始主管反应类型：“回头见，慢慢来”和“做对”。这两种反应都依赖于员工在能够完成正常工作任务后返回工作岗位。还确定了三种后续反应类型：积极、冷漠和消极。只有积极的反应包括鼓励和协助员工返回工作场所的行动。
结论
参与者描述的互动表明，雇主及其代表往往会推迟实施重返工作的干预措施，这可能会延迟员工的康复。
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