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Objectives.Occupational health and safety (OHS) is a relevant issue for many systems and stakeholders. This systematic literature review aims to expand knowledge on this topic starting from the integrated safety model (ISM) and to evaluate the role of psychological capital (PsyCap) on safety behaviours (SBs) (i.e., safety performance and prevention of occupational accidents and injuries). Methods. A total of 2704 studies was initially identified in the Scopus, PsycINFO and Web of Science databases. After rigorous screening, 20 empirical studies were included. Results. The results showed the relevant contribution of PsyCap in promoting SBs as a direct antecedent, a mediator between organizational factors and SBs or a moderator between job demands and SBs. Conclusion. Findings indicate that when workers feel resourceful, they feel also more confident and engaged, and, in turn, more focused on safety issues. Moreover, the results sometimes turn out to be contradictory, showing the dark side of personal resources. Considering these results, a plan to monitor and develop PsyCap could be implemented to promote SBs and safety environment. Indeed, PsyCap can be an essential individual resource for behaving safely also by reducing job demands’ perceptions and improving safety leadership.

Purpose: Effective cardiac rehabilitation interventions must provide adequate support to overcome psychosocial return-to-work (RTW) barriers. No validated instrument is available for this aim for cardiovascular patients. The Return-to-work Obstacles and Self-Efficacy Scale (ROSES) measures RTW obstacles workers perceive and the self-efficacy for overcoming them through 46 items and ten dimensions. This study aimed to adapt and validate ROSES for cardiovascular disease (CVD) in the Italian context. Methods: This prospective study involved 183 CVD working patients at baseline and 121 six months later. ROSES-CVD internal consistency, construct, and predictive validity was evaluated with Cronbach’s α, Confirmatory factor analyses (CFA), and ANCOVAs. Results: CFAs adequately replicated the original ROSES model (CFI =.92–.96; TLI =.91–.94; RMSEA =.042–.057; SRMR =.046–.071) with α close or higher than.70 for all dimensions. Four ROSES-CVD dimensions significantly predicted the number of days to RTW controlling for age, gender, educational level, and surgery type. Workers who perceived salient RTW obstacles and low self-efficacy in any of these dimensions in mean returned to work from 38 to 53 days later. Conclusions: The study supported the validity and reliability of ROSES-CVD. This tool can be used in rehabilitation to detect CVD patients at risk of a longer RTW process and define appropriate cardiac rehabilitation intervention.IMPLICATIONS FOR REHABILITATION Vocational rehabilitation interventions should provide tailor-made support to overcome RTW barriers based on individual risk assessment The Italian translation of ROSES-CVD is a valid and reliable tool to measure psychosocial barriers to RTW among CVD working patients The use of ROSES-CVD would allow detection of CVD patients at risk of longer RTW process Administering ROSES-CVD can help focus traditional vocational intervention on individually relevant obstacles to RTW.

Offering hearing protection devices (HPDs) to workers exposed to hazardous noise is a noise control strategy often used to prevent noise-induced hearing loss (NIHL). However, HPDs are used incorrectly and inconsistently, which explains their limited efficiency. Numerous models based on social cognition theories identify the significant factors associated with inconsistent HPD use and aim to improve HPD training programs and to increase HPD use. However, these models do not detail (dis)comfort aspects originating from complex interactions between characteristics of the triad “environment/person/HPD” while these aspects are known to largely influence HPD (mis)use. This paper proposes a holistic model explaining HPD (mis)use, based on the integration of a comfort model adapted to HPDs into an existing behavioral model already developed for HPDs. The model also takes into account the temporal dimension, which makes it possible to capture the scope of change in HPD-related health behaviors. This holistic description of HPD use could be used as a tool for stakeholders involved in HPD use to effectively prevent NIHL among workers.

Objective. This article proposes a comprehensive literature review of past works addressing hearing protection device (HPD) comfort with the aim of identifying the main sources of variability in comfort evaluation. Methods. A literature review of study samples was performed: documents were hand searched and Internet searched using PubMed, Web of Science, Google Scholar, ProQuest Dissertations and Theses Professional, Scopus or Google search engines. While comfort constructs and measurement methods are reviewed for both earplugs and earmuff HPD types, results and analyses are provided for earplugs only. Results. The literature shows that the multiple sources of the perceived comfort measurement variability are related to the complexity of the concept of comfort and to the various physical and psychosocial characteristics of the triad 'environment/person/earplug', which differ from one study to the other. Conclusions. Considering the current state of knowledge and in order to decrease comfort measurements variability, it is advised to: (a) use a multidimensional construct of comfort and derive a comfort index for each comfort dimension;, (b) use exhaustive and valid questionnaires; (c) quantify as many triad characteristics as possible and use them as independent or control variables; (d) assess the quality of the earplug fitting and the attenuation efficiency.

Objective: This article presents a comprehensive literature review of past works addressing Hearing Protection Devices (HPD) comfort and to put them into perspective regarding a proposed holistic multidimensional construct of HPD comfort.Design: Literature review.Study samples: Documents were hand searched and Internet searched using "PubMed", "Web of Science", "Google Scholar", "ProQuest Dissertations and Theses Professional", "Scopus" or "Google" search engines. While comfort constructs and measurement methods are reviewed for both earplugs and earmuff types, results and analyses are provided for the earplug type only.Results: This article proposed a multidimensional construct of HPD comfort based on four dimensions: physical, functional, acoustical and psychological. Seen through the prism of the proposed holistic construct of HPD comfort, the main comfort attributes of earplugs have been identified for each comfort dimension.Conclusions: The observed lack of consensus on the definition of HPD comfort in the scientific community makes it difficult to prioritise the importance of comfort attributes yet necessary for future design of comfortable earplugs.

Purpose Individual psychosocial factors are crucial in the return to work (RTW) process of workers with musculoskeletal disorders (MSDs) and common mental disorders (CMDs). However, the quality and validity of the questionnaires used to measure these factors have rarely been investigated. The present systematic search and literature review aims at identifying, categorizing, and evaluating the questionnaires (measurement tools) used to measure individual psychosocial factors related to the perception of the personal condition and motivation to RTW that are predictive of successful RTW among workers with MSDs or CMDs. Methods Through a systematic search on PubMed, Web of Science, and PsycINFO library databases and grey literature, we identified the individual psychosocial factors predictive of successful RTW among these workers. Then, we retrieved the questionnaires used to measure these factors. Finally, we searched for articles validating these questionnaires to describe them exhaustively from a psychometric and practical point of view. Results: The review included 76 studies from an initial pool of 2263 articles. Three common significant predictors of RTW after MSDs and CMDs emerged (i.e., RTW expectations, RTW self-efficacy, and work ability), two significant predictors of RTW after MSDs only (i.e., work involvement and the self-perceived connection between health and job), and two significant predictors of RTW after CMDs only (i.e., optimism and pessimism). We analyzed 30 questionnaires, including eight multiple-item scales and 22 single-item measures. Based on their psychometric and practical properties, we evaluated one of the eight multiple-item scales as questionable and five as excellent. Conclusions: With some exceptions (i.e., self-efficacy), the tools used to measure individual psychosocial factors show moderate to considerable room for improvement. Electronic supplementary material The online version of this article (10.1007/s10926-020-09935-6) contains supplementary material, which is available to authorized users.

Purpose The objective of this study was to identify organizational factors that are predictive of return-to-work (RTW) among workers with musculoskeletal (MSD) and common mental disorders (CMD), and to subsequently catalogue and characterize the questionnaires (tools) used to measure them. Methods A systematic search on PubMed, Web of Science and PsycINFO library databases and grey literature was conducted. First, a list of organizational factors predictive of RTW for the two populations considered was built. Second, the questionnaires used to measure these factors were retrieved. Third, we looked in the scientific literature for studies on the psychometric properties and practical relevance of these questionnaires. Results Among the factors retained, perceived social support from supervisor and co-workers, work accommodations, and job strain were identified as common RTW factors. Other risk/protective factors, and associated tools, specifically targeting either people with MSD or CMD were also analysed. Conclusions Researchers and practitioners are often uncertain of which tools to use to measure organizational factors which can facilitate or hinder RTW. This study provides an evaluation of the tools measuring predictive organizational RTW factors in people with MSD and CMD. The identified tools can be used in everyday practice and/or research.

IntroductionThe return to the labour market after retirement is an increasing phenomenon in the North American population. It is the subject of a growing number of studies, whose conclusions seem inconsistent. As returning to working life after retirement is not neutral for individuals, the aim of this article is to present the protocol of a scoping review about its effects on older workers’ health.Methods and analysisThe methodology of Arksey and O’Malley, including the recommendations of Levacet aland Daudtet alwill be used. The process is composed of seven steps, from the identification of the research question, to the planning of knowledge transfer activities. Documents dealing with retirees returning to work in connection with health will be explored and analysed using the International Classification of Functioning, Disability and Health.Ethics and disseminationApproval has been obtained for the consultation step of the protocol (ethics board of the Centre intégré universitaire en santé et servicessociaux de la Capitale Nationale, project #2019-1753). The Preferred Reporting Items for Systematic Reviews and Meta-Analyses Protocols checklist will be used to support transparency and guide translation of findings. Findings will be shared with various stakeholders involved in older workers’ health. Findings will also be disseminated in workshops, peer-reviewed journals and conferences.

Introduction Common mental disorders (CMDs) and musculoskeletal disorders (MSDs) lead the list of causes for work absence in several countries. Current research is starting to look at workers on sick leave as a single population, regardless of the nature of the disease or accident. The purpose of this study is to report the validation of the Return to Work Obstacles and Self-Efficacy Scale (ROSES) for people with MSDs and CMDs, based on the disability paradigm. Methods From a prospective design, the ROSES' reliability and validity were investigated in a Canadian sample of workers on sick leave due to MSDs (n = 206) and CMDs (n = 157). Results Exploratory and confirmatory factor analyses revealed that 46 items spread out on 10 conceptual dimensions (e.g., Fears of a relapse, Job demands, Difficult relation with the immediate supervisor), with satisfactory alpha coefficients and test-retest reliability for all subscales. Finally, several dimensions of ROSES also predict the participant's RTW within 6 months for MSDs (e.g., job demands), and CMDs (e.g., difficult relation with the immediate supervisor), even when adjusted by several variables (e.g., age, severity of symptoms). Apart from the job demands dimension, when the ROSES dimension is more external to the individual, only the perception of obstacles remains significant to predict RTW whereas it is the opposite result when the dimension is more internal (e.g., fears of a relapse). Conclusion The ROSES demonstrated satisfactory results regarding its validity and reliability with people having MSDs or CMDs, at the time of the return-to-work process.

Offering hearing protection devices (HPDs) to workers exposed to hazardous noise is a common noise control strategy for preventing noise-induced hearing loss (NIHL). However, HPDs are not always worn, or are used incorrectly and inconsistently by workers, which explains their limited efficiency. Numerous models based on social cognition theories aim to improve hearing protection training programs and to increase HPD use. They identify significant factors associated with worker’s behaviors regarding HPD use (e.g., perceived barriers and benefits to HPD use, perceived self-efficacy). However, these models do not detail (dis)comfort aspects originating from complex interactions between physical characteristics of the triad “user/HPD/work environment” while these aspects are known to largely influence HPD (mis)use. The objective of this communication is to propose a metatheory explaining HPD (mis)use and based on the integration of an HPD comfort model into an existing social cognition model already developed for HPDs. This holistic description of the HPD use, involving both physical and psychosocial characteristics of the triad, could be used as a tool for the stakeholders (e.g., researchers, manufacturers, preventers) involved in the protection of workers from NIHL.

Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers' and human resources' perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work principles/steps mentioned in the literature. The main objective was to keep all the strategies mentioned by participants, and analyzing them with major principles of return to work.Results 24 return to work strategies spread on six principles emerged: 1) Contact with the employee during his sick leave (10 strategies); 2) Evaluate and plan the return to work without precipitating it (6); 3) Training for managers and colleagues regarding mental health in the workplace (4); 4) Concertation between key return to work stakeholders (4); 5) Progressive return to work with work accommodations (4); 6) Health and work follow-up regarding the employee (6).Conclusion These six principles including 34 strategies are usually related to the timeframe process of the return to work, though they can be implemented sometimes in parallel. This possible overlap reinforces the idea to consider the return to work as sustainable in order to prevent potential relapses and improve the performance at work. Next steps will be to systematically implement these principles and strategies in organizations in order to evaluate their impact on return to work of employees on sick leave due to depression.

Depression is a leading factor of work disability throughout the world. However, a paucity of studies investigated factors related to the development of depression in the workplace prior to sick leave. This qualitative study aims to describe the factors related to the onset of depression at work prior to sick leave.This study followed a descriptive interpretive design. Interviews were conducted with 22 individuals (15 women) who experienced depression while they were employed within an organization. The verbatim transcripts were coded using QDA-Miner software.Participants (n = 22) reported that their depression was partially or completely related to their work. From the analysis of all 22 participants' interviews transcripts, three major themes emerged: (1) work-related psychosocial risk factors (e.g. factors related to supervisors' attitudes and behaviors), (2) the individual's experience in employment (e.g. reactions to symptoms) and (3) the period preceding the sick leave of individuals who experienced depression (e.g. communication with the supervisor).These results support the importance of preventive intervention oriented toward decreasing psychosocial risks within organizations, and detecting workers at risk. Future studies should focus on factors that might influence individuals in their decision to reveal or not their difficulties to their supervisors.The conditions in which employees were working before they started their leave of absence should be identified; notably (1) relationships with organizational stakeholders (e.g. immediate supervisor, colleagues) and (2) psychosocial risk factors (e.g. work overload, over-commitment). A good relationship between the immediate supervisor and the employee is an important factor to prevent sick leave due to depression. The supervisors should be informed quickly after the first appearance of depressive symptoms in employees in order to implement feasible and appropriate accommodations as soon as possible.

Workers with low back pain (LBP) may benefit from wearing a lumbar belt (LB), but the biomechanical and psychological mechanisms involved are not fully understood. Two types of flexible LB (extensible and non-extensible) were compared to a control condition (no LB) regarding pain-related (pain, fear of pain and catastrophizing) and biomechanical (range of motion - ROM) outcomes related to two tasks: maximal trunk flexion-extension and manual material handling. Healthy controls and participants with LBP were tested. During both tasks, the two LBs reduced the lumbar ROM in participants with LBP in the same way as healthy controls. This was observed even at the beginning of the trunk flexion movement, allowing generalization to many work tasks, that is to say tasks performed with small or deep trunk flexion. The two LBs reduced pain, fear of pain and catastrophizing in subjects with LBP. That may help a gradual re-exposure to physical work activities (disability prevention perspective), or maintaining these activities (secondary prevention perspective), following a LBP episode.

Background In Western countries, work disability due to depression is a widespread problem that generates enormous costs. Objective The goal of this study was to determine the types and prevalence of supervisor contributions during the different phases of the return-to-work (RTW) process (before and during the sick-leave absence, and during the RTW preparations) of employees diagnosed with depression. Moreover, we sought to determine which contributions actually facilitate employees’ RTW, and to identify the work accommodations most frequently implemented by supervisors at the actual time of their employee’s RTW. Methods Telephone interviews were conducted in Québec (Canada) with 74 supervisors working with employees who were already back at work or still on sick leave due to depression. A sub-sample of 46 supervisors who had already taken measures to facilitate their employees’ RTW was questioned about the work accommodations implemented. Results Most of the supervisors got along well with their employees before their sick leave and 72% stayed in contact with them during their leave. Nearly 90% of the supervisors encouraged their employees to focus primarily on their recovery before their RTW, but 43% pressured their employees to RTW as soon as possible. Cox regression analyses performed for the entire sample revealed that “the supervisors’ intention to take measures to facilitate their employees’ RTW” was the only significant predictor of the RTW at the time of the interview. The Kaplan–Meier survival curve showed that 50% of the employees were expected to RTW within the first 8 months of absence. Four of the most frequently implemented work accommodations were actions directly involving the supervisor (i.e. providing assistance, feedback, recognition, and emotional support to the employee). Conclusions This study shed light on the less explored point of view of the supervisor involved in the RTW process of employees post-depression. It highlighted the most frequent and effective supervisor contributions to the process. These results can be used to develop concrete action plans for training supervisors to contribute to the sustainable RTW of employees on sick leave due to depression

Purpose This systematic review aimed at identifying the common psychosocial factors that facilitate or hinder the return to work (RTW) after a sick leave due to common mental disorders (CMDs), cardiovascular diseases (CVDs), or cancers (CAs). Methods We conducted a review of reviews searching 13 databases from 1994 to 2016 for peer-reviewed, quantitative, cohort studies investigating factors influencing RTW after a CMD, CVD, or CA. Then, for each disease we identified additional cohort studies published after the date of the latest review included. Data were extracted following a three steps best-evidence synthesis method: the extraction of results about each predictor from studies within each single review and in the additional papers; the synthesis of results across the reviews and additional papers investigating the same disease; and the synthesis of results across the diseases. Results The search strategy identified 1029 unique records from which 27 reviews and 75 additional studies underwent comprehensive review. 14 reviews and 32 additional cohort studies met eligibility criteria. Specific predictors of RTW with different levels of evidence are provided for each disease. We found four common facilitators of RTW (job control, work ability, perceived good health and high socioeconomic status), and six barriers of RTW (job strain, anxiety, depression, comorbidity, older age and low education). Conclusion This is the first review to systematically analyze commonalities in RTW after CMDs, CVDs, or CAs. The common factors identified indicate that the RTW process presents many similarities across various diseases, thus supporting the validity of a cross-disease approach.

The main purpose of this prospective study is to validate the construct of psychosocial well-being (PSWB) for people with severe mental disorders enrolled in Supported Employment (SE) programs. This paper also aims to assess the impact of job acquisition on PSWB after obtaining competitive employment. A two-phase study approach was used and 231 individuals with severe mental disorders enrolled in SE programs who took part in both phases. The shortened versions of the Psychological Well-Being Scale (Keyes et al. in J Personal Soc Psychol, 82(6):1007-1022, 2002; Ryff and Keyes in J Personal Soc Psychol 69(4):719-727, 1995) and the Social Well-Being Scale (Keyes in Soc Psychol Q 61(2):121-140, 1998) were used. The PSWB's multidimensionality construct was confirmed. The results of repeated measure ANOVA analyses revealed that job acquisition, as well as, being involved in a work-seeking process increase the PSWB of people with severe mental disorders. Employment specialists might find clinical utility in using this validated tool for assessing PSWB in their clients with severe mental disorders. In a recovery oriented approach to psychiatric services and SE programs, clinicians and employment specialists should continue to encourage their clients in their work integration process even though they may not all obtain competitive employment quickly.

In recent years, early retirement has attracted increasing attention in the literature. Using a larger Italian-Spanish sample, this study examines the push and pull factors related to early retirees' mental health status, as well as the moderating effects of perceived self-efficacy on the relationships between reasons for early retirement and mental health. Analyses revealed that poor retirees' mental health is positively correlated to the push factor Pressure from Employer and negatively related to the pull factor Pursue Own Interests. Thus, mental health status is better for Italian retirees than for their Spanish counterparts. The Italian sample shows that Pursue Own Interests was negatively related to poorer mental health particularly under the low self-efficacy condition. Findings suggest that mental health depends on both the motivating reasons that lead people to retire early and the personal resources available to them to manage this psychosocial transition. © 2013 Colegio Oficial de Psicologos de Madrid. All rights reserved.

For several years, lack of comfort has been pointed out as a major reason of earplug poor efficiency as noise control solution. The great complexity of comfort makes it difficult to predict it in the earplugs design phase. It is rather considered in an empirical way by the manufacturers using trial-and-errors approaches based on subjective assessment over a panel of subjects. Furthermore, because comfort is not quantified, Occupational Health and Safety (OHS) practitioners cannot select earplugs ensuring wearer comfort. To address these issues, a major international research project funded by two OHS institutes (IRSST in Canada and INRS in France) and involving several Universities (in Canada and England) started in 2017. The main objectives are to: (1) improve the understanding of earplugs comfort as perceived by field workers with consideration of all comfort components, (2) develop laboratory tools (augmented experimental and virtual artificial heads) to measure physical design variables related to the auditory, physiological, and functional components of comfort and (3) design a battery of hybrid objective/subjective comfort indices to quantify / measure / predict the different components of comfort. The aim of this presentation will be to present the project and first results.For several years, lack of comfort has been pointed out as a major reason of earplug poor efficiency as noise control solution. The great complexity of comfort makes it difficult to predict it in the earplugs design phase. It is rather considered in an empirical way by the manufacturers using trial-and-errors approaches based on subjective assessment over a panel of subjects. Furthermore, because comfort is not quantified, Occupational Health and Safety (OHS) practitioners cannot select earplugs ensuring wearer comfort. To address these issues, a major international research project funded by two OHS institutes (IRSST in Canada and INRS in France) and involving several Universities (in Canada and England) started in 2017. The main objectives are to: (1) improve the understanding of earplugs comfort as perceived by field workers with consideration of all comfort components, (2) develop laboratory tools (augmented experimental and virtual artificial heads) to measure physical design variables related to the...

psychosocial risk factors, mental fatigue, health, stress - Many studies focused on the relationship between psychosocial risk factor at work and health outcomes. The aim of the present research is to verify the direct effect of the psychosocial work environment on the well-being of workers and the mediating effect of mental fatigue between the workplace characteristics and physical and psychological symptoms. An Italian version of the Questionnaire for Psychosocial Work Environment and Stress (PWSQ) has been administered to 314 public employees. The results showed that job demands, job control, role and social environment are related to psychological symptoms. Furthermore, the mental fatigue has a total mediating effect especially between job demand and control, and subjective wellbeing.

Purpose Between 30 and 60 % of the societal cost of depression is due to losses related to decreased work productivity. To date, only a few studies have focused on union perspectives related to factors influencing the return-to-work of employees absent due to depression, despite evidence of the importance of these perspectives. The purpose of this study is to develop a better understanding of union perspectives on the factors surrounding the return-to-work of employees who were absent from work due to depression. Methods In this qualitative study, conducted in Canada (Quebec), 23 individuals (union representatives and peer workers) from the three largest unions (mixed industries) in Quebec took part in one of three focus groups. Results Fourteen emerging themes (e.g., work environment, attitudes toward depression) were distributed over five categories of stakeholders involved in the return-to-work of employees on sick leave (i.e., employers and immediate supervisors, co-workers, employees on sick leave due to depression, general physicians, and unions). We observed four major cross-cutting themes that arose beyond these five categories: (1) organizational culture in which mental health issues and human aspects of work are central, (2) support and follow-up during the work absence and the return-to-work, (3) lack of resources to assist the employee in the return-to-work, and (4) stakeholders’ prejudices and discomfort regarding depression. Conclusions Our results clarify the factors, from a union perspective, that may facilitate or hinder the return-to-work of employees absent from work due to depression.

The objective of this study was to validate the Karasek-Job Content Questionnaire in Vietnamese. A translation/back-translation of the questionnaire was performed prior to its administration to 344 health personnel in Vietnam. Several psychometric properties of the Vietnamese version of the Karasek-Job Content Questionnaire were assessed. A valid Vietnamese version of the Karasek-Job Content Questionnaire was produced, composed of five subscales based on the original theoretical model: Psychological demands, Social support at work, Decision latitude-Autonomy, Decision latitude—Authority, and Skill discretion. Internal consistency and reliability coefficients for each subscale of the questionnaire were satisfactory. The correlations with depression and work absence indicators were weak but statistically significant, as expected. The Vietnamese version of the Karasek-Job Content Questionnaire will help Vietnamese researchers and clinicians appropriately evaluate and document the job strain of workers in Vietnamese workplaces.

BACKGROUND Being absent from work because of a psychological disability is costly for both individuals and organizations and frequent in employees working in the field of education. Absenteeism from work has been mostly studied as an organizational withdrawal behavior related to negative factors. OBJECTIVE The purpose of this longitudinal study is to define the predictors of absenteeism due to psychological disability by taking into account resources, such as Self-determined work motivation and Subjective well-being, as well as symptoms of Psychological distress. PARTICIPANTS The sample consisted of 261 employees from a Canadian public school organization. METHODS Independent sample t-tests were conducted to compare the mean scores of participants who were not absent from work and participants who were absent due to psychological disability. Logistic regression analyses were computed for the dependent variable to assess the contribution of the three independent variables. RESULTS Participants who were absent from work due to psychological disability in the year following the data collection scored significantly lower on resources, and higher on symptoms than those participants who were not absent. The three-predictor model was found to be significant. However, only Self-determined work motivation and Psychological distress significantly predicted absenteeism due to psychological disability. CONCLUSIONS Results are discussed in terms of psychological processes regulating the relationships between the work-related factors (i.e., work motivation) and life-related factors (i.e., psychological distress and subjective well-being) of personal adjustment and accomplishment.

In Canada and other countries, the costs related to health care and loss of work productivity due to mental disorders exceed several billion dollars annually. The main purpose of this chapter is to help readers to better understand the relationship between mental health and work conditions. First, the authors present the economic burden of mental disorders in the workplace with particular attention to presenteeism, work absences, and long-term disability. Second, the individual, organizational, and environmental determinants of mental health problems of employees in the workplace are presented. Finally, the individual, organizational, and programmatic factors of return to work for people with common mental disorders are presented, as well as the significant factors of work reintegration of people with severe mental disorders. The presentation of the linked determinants of work participation and work functioning is supported with theories to explain the combination of factors affecting the work outcomes of different populations. Also, services/programmes and interventions designed to facilitate work participation of people with mental health problems or mental disorders are described. Finally, the authors suggest preventive interventions in the workplace as well as future avenues of research.

Using a sample of 514 French late-career managers representing a variety of occupations and organizations, we investigated the relations among perceived HRM practices, organizational commitment, and voluntary early retirement. We found that the provision of training opportunities was associated with the most favorable outcomes. It was related to higher affective and high-sacrifice commitment, lower lack of alternatives commitment, and reduced voluntary early retirement. On the other hand, we found that flexible working conditions and the assignment of older workers to new roles (for example, mentor or coach) did not have the expected positive effects. In addition, our results highlight the importance of disentangling the components of continuance commitment, as high-sacrifice commitment was associated with reduced likelihood of voluntary early retirement, while lack of alternatives commitment had the opposite effect. These findings suggest that voluntary early retirement should be incorporated as a major outcome in future organizational behavior research. © 2009 Wiley Periodicals, Inc.

La dépression majeure est l’une des premières causes d’incapacité au travail dans le monde et a de nombreuses conséquences tant sur l’employé concerné qu’auprès des acteurs du milieu de travail.Objectif Nous visons à documenter, selon la perspective des employeurs et des cadres des ressources humaines, les stratégies que ces acteurs préconisent dans leur organisation pour faciliter le retour au travail (RaT) d’employés en absence maladie due à une dépression.Méthode Deux cent dix-neuf employeurs et cadres de ressources humaines (n = 219) ont accepté de répondre à une entrevue semi-structurée téléphonique. La question abordée dans cet article était : « Selon vous, quelles sont les stratégies les plus efficaces pour aider un employé ayant reçu un diagnostic de dépression à retourner au travail ? » La codification du verbatim a été effectuée à partir d’études empiriques et de théories existantes.Résultats Trente-quatre (34) stratégies réparties sur six grands principes ont émergé : 1) Contact avec l’employé en absence maladie (10 stratégies) ; 2) Évaluation et planification du RaT sans précipitation (6) ; 3) Formation des gestionnaires et du collectif de travail à la problématique de la santé mentale au travail (4) ; 4) Concertation des acteurs clés du RaT (4) ; 5) RaT progressif avec aménagements (4) ; 6) Suivi de la santé de l’employé et de son travail (6).Conclusion Ces principes articulés autour de 34 stratégies du RaT vont au-delà d’un processus étapiste de nature chronologique. Articulés dans un programme de RaT, ils devront être testés afin d’évaluer leurs retombées dans les organisations, notamment sur la gestion de l’incapacité au travail., Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers’ and human resources’ perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work principles/steps mentioned in the literature. The main objective was to keep all the strategies mentioned by participants, and analyzing them with major principles of return to work.Results 24 return to work strategies spread on six principles emerged: 1) Contact with the employee during his sick leave (10 strategies); 2) Evaluate and plan the return to work without precipitating it (6); 3) Training for managers and colleagues regarding mental health in the workplace (4); 4) Concertation between key return to work stakeholders (4); 5) Progressive return to work with work accommodations (4); 6) Health and work follow-up regarding the employee (6).Conclusion These six principles including 34 strategies are usually related to the timeframe process of the return to work, though they can be implemented sometimes in parallel. This possible overlap reinforces the idea to consider the return to work as sustainable in order to prevent potential relapses and improve the performance at work. Next steps will be to systematically implement these principles and strategies in organizations in order to evaluate their impact on return to work of employees on sick leave due to depression.