National Centre for Occupational Rehabilitation, Rauland, Norway.
Department of Public Health and Nursing, Norwegian University of Science and Technology, Trondheim, Norway.
Disabil Rehabil. 2020 Jan;42(2):190-200. doi: 10.1080/09638288.2018.1495273. Epub 2018 Oct 9.
The aim was to identify and explore factors, which facilitate or hinder work participation for people with hearing impairment. In-depth interviews with 21 hearing impaired individuals of 32-67 years of age with a present or recent vocational affiliation were conducted. The analysis was conducted using a grounded theory approach. The analysis resulted in a conceptual framework of working life trajectories evolving through three phases of acknowledgement of hearing loss impact: the pre-acknowledgement, acknowledgement, and post-acknowledgement phase. The phases were influenced by the qualities of three contexts: the personal, the workplace, and the service provider. The qualities of the contexts, together with the amount of time spent in a pre-acknowledgement phase, formed the trajectories towards continuation of work participation or towards a disconnection. Accumulated risk factors constituted increased likelihood of disconnecting trajectories, while accumulated facilitating factors supported sustainable trajectories. The results revealed a need for extended support at the workplaces, which includes the manager, colleagues, and professionals in the aim of preventing exhaustion and facilitate work participation among employees with hearing impairments. Joint action in facilitating communicative participation would share the responsibility for accommodation measures and broaden the room for manoeuver at the workplace. Implications for rehabilitationFatigue prevention in employees with hearing loss needs to be addressed in occupational rehabilitation.Knowledge transfer on hearing loss implications needs to be included in aural rehabilitation.Occupational rehabilitation professionals and professionals targeting hearing impairments should enter into systematic, multidisciplinary follow-up at the worksite.
目的在于确定和探讨促进或阻碍听力障碍人士参与工作的因素。对 21 名年龄在 32-67 岁之间、目前或最近有职业联系的听力障碍人士进行了深入访谈。分析采用扎根理论方法进行。分析结果形成了一个工作轨迹的概念框架，该轨迹通过听力损失影响认知的三个阶段演变：前认知阶段、认知阶段和后认知阶段。这些阶段受到三个背景的特点影响：个人背景、工作场所背景和服务提供者背景。背景的特点以及在认知阶段花费的时间长短决定了继续参与工作或与工作脱轨的轨迹。累积的风险因素增加了脱轨轨迹的可能性，而累积的促进因素则支持可持续的轨迹。研究结果表明，需要在工作场所提供扩展支持，包括经理、同事和专业人员，以防止员工疲劳并促进听力障碍员工的工作参与。促进沟通参与的联合行动将分担适应措施的责任，并扩大工作场所的回旋余地。对康复的启示听力损失员工的疲劳预防需要在职业康复中加以解决。需要在听觉康复中纳入听力损失影响知识的转移。职业康复专业人员和针对听力障碍的专业人员应在工作场所进行系统的、多学科的后续跟进。
