School of Psychology, University of Derby, Derby, United Kingdom.
University of Loughborough, Loughborough, Leicestershire, United Kingdom.
Occup Med (Lond). 2024 Feb 19;74(1):15-23. doi: 10.1093/occmed/kqac086.
The apparent functional impact of post-COVID-19 syndrome has workability implications for large segments of the working-age population.
To understand obstacles and enablers around self-reported workability of workers following COVID-19, to better guide sustainable workplace accommodations.
An exploratory online survey comprising quantitative and qualitative questions was disseminated via social media and industry networks between December 2020 and February 2021, yielding usable responses from 145 workers. Qualitative data were subjected to content analysis.
Over half of the sample (64%) were from the health, social care, and education sectors. Just under 15% had returned to work, and 53% and 50% reported their physical and psychological workability respectively as moderate at best. Leading workability obstacles were multi-level, comprising fatigue, the interaction between symptoms and job, lack of control over job pressures, inappropriate sickness absence management policies, and lack of COVID-aware organizational cultures. Self-management support, modified work, flexible co-developed graded return-to-work planning, and improved line management competency were advocated as key enablers.
Assuming appropriate medical management of any pathophysiological complications of COVID-19, maintaining or regaining post-COVID workability might reasonably follow a typical biopsychosocial framework enhanced to cater to the fluctuating nature of the symptoms. This should entail flexible, regularly reviewed and longer-term return-to-work planning addressing multi-level workability obstacles, co-developed between workers and line managers, with support from human resources, occupational health professionals (OHP's), and a COVID-aware organizational culture.
新冠疫情后综合征明显影响了劳动年龄段人群的工作能力，这对劳动力市场产生了重大影响。
了解新冠康复后劳动者自我报告工作能力的障碍和促进因素，以便更好地指导可持续的工作场所适应措施。
2020 年 12 月至 2021 年 2 月，我们通过社交媒体和行业网络发布了一份包含定量和定性问题的探索性在线调查，共收到 145 名劳动者的有效回复。对定性数据进行了内容分析。
样本中超过一半（64%）来自卫生、社会保健和教育部门。近 15%的人已经复工，53%和 50%分别报告他们的身体和心理工作能力充其量只是中等水平。主要的工作能力障碍是多层次的，包括疲劳、症状与工作的相互作用、对工作压力缺乏控制、不适当的病假管理政策以及缺乏对新冠的认知的组织文化。自我管理支持、工作调整、灵活的共同制定分级复工计划以及提高直线经理的能力被认为是关键的促进因素。
假设对新冠任何病理生理并发症进行适当的医疗管理，保持或恢复新冠后的工作能力可能会遵循一个典型的生物-心理-社会框架，该框架会增强以适应症状的波动性质。这应该包括灵活的、定期审查的和长期的复工计划，以解决多层次的工作能力障碍，由劳动者和直线经理共同制定，并得到人力资源、职业健康专业人员（OHP）和具有新冠认知的组织文化的支持。
