Kaiser Permanente Center for Health Research, Portland, OR.
Colorado School of Public Health, University of Colorado Denver, Aurora, CO.
Perm J. 2021 May;25. doi: 10.7812/TPP/20.198.
In this study we assessed the feasibility of recruiting colorectal cancer survivors and their employers to participate in research on returning to work after a cancer diagnosis.
Semistructured qualitative interviews were conducted with 6 survivors and 4 employers to collect feedback on 2 recruitment approaches: 1) an employee/cancer survivor-focused approach whereby researchers obtained employer contact information directly from survivors and 2) an employer-focused approach whereby researchers interviewed employers to identify pathways to recruiting survivor-supervisor dyads. Recordings of all interviews were transcribed and analyzed.
Of the 6 survivor participants, 3 (50%) consented to follow up with their supervisors. One of the 3 supervisors responded but declined participation in the study. The 4 participating employers included 2 compensation/benefits managers and 2 human resources managers. Employers identified specific avenues for potential recruitment of survivor-supervisor dyads, including first obtaining organizational support for participating in this type of research.
While challenges and opportunities exist with both the employee- and the employer-focused recruitment approaches, our findings suggest that an employer-focused approach, whereby researchers obtain organizational support for the research first, may be more promising for recruiting survivor-supervisor dyads to studies on cancer and employment. Results from this study underscore the importance of gaining support from all stakeholders-from administrators to employees who are cancer survivors.
Our study informs recruitment strategies that bring together cancer survivors and employers to improve our understanding of the barriers and facilitators of returning to work after cancer, in effort to develop interventions that mitigate employment challenges for cancer survivors.
在这项研究中，我们评估了招募结直肠癌幸存者及其雇主参与癌症诊断后重返工作岗位研究的可行性。
对 6 名幸存者和 4 名雇主进行了半结构式定性访谈，收集了 2 种招聘方法的反馈意见：1）以员工/癌症幸存者为重点的方法，研究人员直接从幸存者那里获得雇主的联系信息；2）以雇主为重点的方法，研究人员对雇主进行访谈，以确定招募幸存者-主管二人组的途径。所有访谈的录音都被转录并进行了分析。
在 6 名幸存者参与者中，有 3 名（50%）同意与他们的主管跟进。这 3 名主管中有 1 名回应，但拒绝参与该研究。4 名参与的雇主包括 2 名薪酬/福利经理和 2 名人力资源经理。雇主确定了潜在招募幸存者-主管二人组的具体途径，包括首先获得组织对参与这种类型研究的支持。
虽然员工和雇主为重点的招聘方法都存在挑战和机会，但我们的研究结果表明，雇主为重点的方法，即研究人员首先获得组织对研究的支持，可能更有希望招募幸存者-主管二人组参与癌症和就业研究。这项研究的结果强调了从管理人员到癌症幸存者员工获得所有利益相关者支持的重要性。
我们的研究为招募癌症幸存者及其雇主的策略提供了信息，以提高我们对癌症后重返工作岗位的障碍和促进因素的理解，努力制定减轻癌症幸存者就业挑战的干预措施。
