Stochkendahl Mette Jensen, Bond Charlotte Brøgger, Hartvigsen Jan
Center for Muscle and Joint Health, Department of Sports Science and Clinical Biomechanics, University of Southern Denmark, Odense, Denmark.
Chiropractic Knowledge Hub, Odense, Denmark.
J Occup Rehabil. 2025 Sep 3. doi: 10.1007/s10926-025-10329-9.
Staying at work despite recurrent or persistent musculoskeletal (MSK) pain offers mental and physical health benefits in addition to financial security for workers. This study explores worker and manager experiences and perspectives on stay-at-work practices to nuance our understanding of what drives successful or unsuccessful practices.
We conducted a vignette-based qualitative exploration of workplace practices of managers and workers from three medium-sized workplaces with physically demanding jobs. Data collection included five focus group interviews and two workshops. Data were analysed using reflexive thematic analysis inductively and deductively.
We identified three themes relating to workplace cultures (Theme 1. Pain is an accepted part of working life), conflicting perceptions of responsibility in managing health impact on stay-at-work practices (Theme 2. Stay-at-work responsibilities and practices), and the importance of trusting communication and the precarious balance between support and pressure to stay at work within the workplace (Theme 3. En route to dismissal).
The identified themes describe helpful and unhelpful beliefs and practices involving individual workers, their co-workers and managers. Shared and unshared cultural norms, understandings of what MSK pain is and means, and perceptions of responsibility drive stay-at-work practices, with trust being an important factor for the precarious balance between workplace support and pressure to stay at work.
尽管存在反复或持续的肌肉骨骼（MSK）疼痛仍坚持工作，这对员工而言，除了经济保障外，还对其身心健康有益。本研究探讨员工和管理者对于坚持工作做法的经历和观点，以细化我们对促成成功或不成功做法的因素的理解。
我们对来自三个从事体力要求较高工作的中型工作场所的管理者和员工的工作场所做法进行了基于案例的定性探索。数据收集包括五次焦点小组访谈和两次研讨会。使用反思性主题分析法对数据进行归纳和演绎分析。
我们确定了与工作场所文化相关的三个主题（主题1. 疼痛是工作生活中被接受的一部分）、在管理健康对坚持工作做法的影响方面责任认知的冲突（主题2. 坚持工作的责任和做法），以及信任沟通的重要性和工作场所内支持与坚持工作压力之间不稳定平衡的重要性（主题3. 走向解雇之路）。
所确定的主题描述了涉及个体员工、其同事和管理者的有益和无益的信念及做法。共享和非共享的文化规范、对MSK疼痛是什么及意味着什么的理解，以及责任认知驱动着坚持工作的做法，信任是工作场所支持与坚持工作压力之间不稳定平衡的一个重要因素。
