Spector June T, Reul Nicholas K
Department of Environmental and Occupational Health Sciences, University of Washington (UW), 4225 Roosevelt Way NE, Suite 100, Box 354695, Seattle, WA, 98105, USA.
Department of Medicine, University of Washington (UW), 4225 Roosevelt Way NE, Suite 100, Box 354695, Seattle, WA, 98105, USA.
J Occup Rehabil. 2017 Mar;27(1):70-81. doi: 10.1007/s10926-016-9633-6.
Purpose Supervisors in the healthcare sector have the potential to contribute to disability prevention in injured employees. Published data on the evaluation of return to work (RTW) interventions aimed at direct supervisors are scarce. We sought to determine the effect of a brief audiovisual supervisor training module on supervisor RTW attitudes and knowledge. Methods A parallel-group study, using equal randomization, comparing the training module intervention to usual practice in healthcare supervisors at a quaternary care hospital was conducted. Differences between groups in changes in RTW attitude and knowledge survey question scores between baseline and 3 months were assessed using the Mann-Whitney U test. The Benjamini-Hochberg-Yekutieli procedure was used to control for false discovery rate and generate adjusted p values. Results Forty supervisors were allocated to the intervention group and 41 to the usual practice group. Attitude and knowledge scores for most questions improved between baseline and immediately after intervention administration. Comparing intervention (n = 33) and usual practice groups (n = 37), there was a trend toward greater increase between baseline and 3 months follow-up in agreement that the supervisor can manage the RTW process (U = 515, adjusted p value = 0.074) and in confidence that the supervisor can answer employees' questions (U = 514, adjusted p value = 0.074) in the intervention group, although these findings were not statistically significant. Conclusions The training intervention may have provided the initial tools for supervisors to navigate the RTW process in collaboration with others in the RTW community of practice. A larger study with longer follow-up is needed to confirm results.
目的 医疗保健部门的主管有潜力为受伤员工的残疾预防做出贡献。针对直接主管的重返工作岗位（RTW）干预措施评估的已发表数据稀缺。我们试图确定一个简短的视听主管培训模块对主管RTW态度和知识的影响。方法 进行了一项平行组研究，采用等随机化方法，将培训模块干预与一家四级护理医院的医疗保健主管的常规做法进行比较。使用Mann-Whitney U检验评估两组在基线和3个月之间RTW态度和知识调查问题得分变化的差异。采用Benjamini-Hochberg-Yekutieli程序控制错误发现率并生成调整后的p值。结果 40名主管被分配到干预组，41名被分配到常规做法组。大多数问题的态度和知识得分在基线和干预实施后立即有所改善。比较干预组（n = 33）和常规做法组（n = 37），在干预组中，从基线到3个月随访期间，在主管能够管理RTW过程的认同度（U = 515，调整后的p值 = 0.074）以及主管能够回答员工问题的信心（U = 514，调整后的p值 = 0.074）方面有更大增加的趋势，尽管这些结果没有统计学意义。结论 培训干预可能为主管提供了与RTW实践社区中的其他人合作来应对RTW过程的初步工具。需要进行一项更大规模、随访时间更长的研究来证实结果。
