International School of Doctorate, National Distance Education University (UNED), 28040 Madrid, Spain.
Department of Social and Organizational Psychology, National Distance Education University (UNED), 28040 Madrid, Spain.
Int J Environ Res Public Health. 2020 Oct 15;17(20):7490. doi: 10.3390/ijerph17207490.
Employees' well-being at work after the return to work (RTW) is considered a key aspect of rehabilitation and maintenance of workability. This systematic review aimed at identifying the common psychosocial factors that predict the subjective and psychological well-being in RTW processes after having a long-standing health problem or disability.
To evaluate the subjective and psychological well-being at work of employees with chronic or long-standing health problems or those returning to work after any cause of disability.
Systematic review of articles published in English or Spanish using PsycINFO, PsycARTICLES, MEDLINE, Psychology, and Behavioral Sciences Collection, and Pubpsych. An additional study was identified by contacting expert academics in the field. The search equations used included terms such as Return to Work, Long-Standing Health Problems or Disability, Work Health Balance, and job satisfaction or subjective well-being. Eligibility criteria for the studies: Studies that included a measure of employees' well-being at work following return to work were selected for the review. Evaluation of the studies and synthesis methods: The studies were selected using predefined fields which included quality criteria.
Of the 264 articles returned by the initial search, a total of 20 were finally selected. Results were organized around the three different theoretical approaches for understanding RTW and its antecedents and consequences: (a) RTW and autonomy at work have a positive effect on psychological well-being; (b) job demand is linked to less job satisfaction, whereas a higher level on the work-health balance is associated with job satisfaction and work engagement; (c) internal and external support is linked to job satisfaction in the case of a disease.
The evidence provided by the results is restricted by the limited availability of studies focusing on well-being at work following return to work. Moreover, the studies identified are of different kinds, thereby preventing comparisons. Conclusions and implications of the main findings: Employees' subjective well-being after return to work has received very little attention to date. Given its importance in the current configuration of the labor market, it should be the object of more research.
员工重返工作岗位（RTW）后的工作幸福感被认为是康复和保持工作能力的关键方面。本系统评价旨在确定常见的心理社会因素，这些因素可预测长期健康问题或残疾后 RTW 过程中的主观和心理幸福感。
评估患有慢性或长期健康问题的员工或因任何残疾原因重返工作岗位后的工作主观和心理幸福感。
使用 PsycINFO、PsycARTICLES、MEDLINE、心理学和行为科学集以及 Pubpsych 以英语或西班牙语发表的文章的系统评价。通过联系该领域的专家学者，还确定了一项额外的研究。使用的搜索方程包括诸如“重返工作”、“长期健康问题或残疾”、“工作健康平衡”以及“工作满意度或主观幸福感”等术语。研究入选标准：选择了包括员工重返工作后工作幸福感衡量标准的研究进行综述。研究评估和综合方法：使用包含质量标准的预定义字段选择研究。
最初搜索返回的 264 篇文章中，共有 20 篇最终入选。结果围绕理解 RTW 及其前因和后果的三种不同理论方法进行了组织：(a) RTW 和工作自主性对心理幸福感有积极影响；(b)工作需求与工作满意度降低相关，而更高的工作健康平衡水平与工作满意度和工作投入相关；(c)内部和外部支持与疾病情况下的工作满意度相关。
由于专注于重返工作后工作幸福感的研究有限，因此研究结果提供的证据受到限制。此外，所确定的研究种类不同，从而无法进行比较。主要发现的结论和意义：员工重返工作后的主观幸福感迄今为止受到的关注很少。考虑到它在当前劳动力市场配置中的重要性，应该对其进行更多的研究。
