Hoefsmit Nicole, Houkes Inge, Nijhuis Frans
Department of Social Medicine, Maastricht University, Maastricht, The Netherlands.
Department of Work and Organisational Psychology, Maastricht University, Maastricht, The Netherlands.
Work. 2014;48(2):203-15. doi: 10.3233/WOR-131657.
BACKGROUND: Occupational health professionals such as occupational physicians (OPs) increasingly understand that in addition to health improvement, environmental factors (such as work adaptations) and personal factors (such as an employee's attitude towards return-to-work (RTW)) may stimulate employees on sick leave to return to work early. To target their professional interventions more specifically according to these factors, occupational health professionals need further insight into environmental and personal factors that stimulate RTW. OBJECTIVE: The objectives of this study are (1) to identify which and how environmental and personal factors support RTW, and (2) to examine whether the International Classification of Functioning, Disability and Health (ICF) can be used to describe these factors. METHODS: We performed interviews with 14 employees, 15 employers and 4 OPs from multiple organisations with varying organisational sizes and types of industry such as healthcare and education. We used a qualitative data analysis partially based on the Qualitative Analysis Guide of Leuven. RESULTS: The following environmental factors were found to support early RTW: 'social support from relatives', 'belief that work stimulates health', 'adequate cooperation between stakeholders in RTW' (e.g., employees, employers and OPs) and 'the employers' communicative skills'. One personal factor stimulated RTW: 'positive perception of the working situation' (e.g. enjoyment of work). Most factors stimulated RTW directly. In addition, adequate treatment and social support stimulated medical recovery. Environmental factors can either fully (social support, belief that RTW stimulates health), partially (effective cooperation), or not (employers' communicative skills) be described using ICF codes. The personal factor could not be classified because the ICF does not contain codes for personal factors. CONCLUSIONS: RTW interventions should aim at the environmental and personal factors mentioned above. Professionals can use the ICF to describe most environmental factors.
背景：职业健康专业人员，如职业医师（OPs），越来越认识到，除了改善健康外，环境因素（如工作调整）和个人因素（如员工对重返工作岗位（RTW）的态度）可能会促使休病假的员工提前重返工作岗位。为了根据这些因素更有针对性地进行专业干预，职业健康专业人员需要进一步了解促使RTW的环境和个人因素。 目的：本研究的目的是（1）确定哪些环境和个人因素支持RTW以及如何支持，（2）研究国际功能、残疾和健康分类（ICF）是否可用于描述这些因素。 方法：我们对来自多个组织（组织规模和行业类型各异，如医疗保健和教育行业）的14名员工、15名雇主和4名职业医师进行了访谈。我们采用了部分基于鲁汶定性分析指南的定性数据分析方法。 结果：发现以下环境因素支持早期RTW：“亲属的社会支持”、“认为工作能促进健康的信念”、“RTW中利益相关者（如员工、雇主和职业医师）之间的充分合作”以及“雇主的沟通技巧”。一个个人因素促使RTW：“对工作状况的积极看法”（如享受工作）。大多数因素直接促使RTW。此外，充分的治疗和社会支持促进了医疗康复。环境因素可以全部（社会支持、认为RTW能促进健康的信念）、部分（有效合作）或不能（雇主的沟通技巧）用ICF编码来描述。个人因素无法分类，因为ICF不包含个人因素的编码。 结论：RTW干预应针对上述环境和个人因素。专业人员可以使用ICF来描述大多数环境因素。
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