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BackgroundSymptoms of anxiety and depression are very common among healthcare workers (HCWs) and could impact the quality of care.ObjectiveThis study aimed to evaluate the prevalence of these disorders in a public health company and their association with work ability and work-related stress.MethodsA cross-sectional study involved 80 HCWs being treated for mental disorders (MD), 55 HCWs who said they suffered from MD but were not being treated, and 824 healthy colleagues. All workers completed the Work Ability Index (WAI), the Siegrist's Effort/Reward Imbalance questionnaire (ERI), the Goldberg's scales of anxiety and depression (GADS), and the Warr's scale of job satisfaction.ResultsThree-quarters of workers with MD suffered from anxiety and/or depression. Workers who declared at the periodic medical examination in the workplace that they were being treated for MD had significantly lower levels of work ability than those of their colleagues who declared good mental health. They also reported greater work stress (high effort, low rewards, high overcommitment) and lower job satisfaction than their healthy colleagues. Symptomatic but untreated workers reported significantly lower work ability, lower satisfaction, and greater occupational stress than their healthy colleagues. In the entire sample, there were many workers with symptoms of anxiety or depression who did not declare these disorders during the examination. Overall, there were 328 suspected cases of anxiety (34.2%) and 334 cases of depression (34.8%). Anxious workers [OR = 8.11, 95% confidence interval (CI) = 3.74–17.58] and depressed workers (OR = 4.49, 95% CI = 2.22–9.10) had an increased risk of being classified as having “poor work ability”.ConclusionThe negative association between psychological symptoms and work ability even in undiagnosed/untreated workers demonstrates the usefulness of screening for these symptoms in work environments.

Background Symptoms of anxiety and depression are very common among healthcare workers (HCWs) and could impact the quality of care. Objective This study aimed to evaluate the prevalence of these disorders in a public health company and their association with work ability and work-related stress. Methods A cross-sectional study involved 80 HCWs being treated for mental disorders (MD), 55 HCWs who said they suffered from MD but were not being treated, and 824 healthy colleagues. All workers completed the Work Ability Index (WAI), the Siegrist's Effort/Reward Imbalance questionnaire (ERI), the Goldberg's scales of anxiety and depression (GADS), and the Warr's scale of job satisfaction. Results Three-quarters of workers with MD suffered from anxiety and/or depression. Workers who declared at the periodic medical examination in the workplace that they were being treated for MD had significantly lower levels of work ability than those of their colleagues who declared good mental health. They also reported greater work stress (high effort, low rewards, high overcommitment) and lower job satisfaction than their healthy colleagues. Symptomatic but untreated workers reported significantly lower work ability, lower satisfaction, and greater occupational stress than their healthy colleagues. In the entire sample, there were many workers with symptoms of anxiety or depression who did not declare these disorders during the examination. Overall, there were 328 suspected cases of anxiety (34.2%) and 334 cases of depression (34.8%). Anxious workers [ OR = 8.11, 95% confidence interval (CI) = 3.74–17.58] and depressed workers (OR = 4.49, 95% CI = 2.22–9.10) had an increased risk of being classified as having "poor work ability". Conclusion The negative association between psychological symptoms and work ability even in undiagnosed/untreated workers demonstrates the usefulness of screening for these symptoms in work environments. [ABSTRACT FROM AUTHOR]

The Work Ability Index (WAI) is the most commonly used tool for evaluating work capacity. Self-assessments made by workers can be influenced by various occupational and emotional factors. We wanted to study the association of work-related factors, such as work annoyance, stress, overcommitment, job satisfaction, social support, and emotional factors, such as anxiety, depression, and happiness, with work ability, in a sample of 490 healthcare workers from an Italian public health company. A principal component analysis indicated the presence of two components of the WAI questionnaire; the first expresses "subjectively estimated work ability" (SEWA), and the second refers to "ill-health-related work ability" (IHRWA). Using stepwise multiple hierarchical linear regression, we identified the factors that best predicted the total score on the WAI and on the two components. The total score was negatively predicted by anxiety, depression, a lack of happiness, low job satisfaction, overcommitment, and work annoyance. Age, being female, anxiety, and occupational stress were associated with a reduction in the IHRWA component score, while overcommitment, work annoyance, a lack of social support, depression, and a lack of happiness were negatively associated with the SEWA component. These results can help interpret those of epidemiological studies and provide guidance on ways to improve work ability. [ABSTRACT FROM AUTHOR]

BACKGROUND: The workplace accommodation process is often affected by ineffective and inefficient communications and information exchanges among disabled employees and other stakeholders. Information systems (IS) can play a key role in facilitating a more effective and efficient accommodation process since IS has been shown to facilitate business processes and effect positive organizational changes. OBJECTIVE: Since there is little to no research that exists on IS use to facilitate the workplace accommodation process, this paper, as a critical first step, examines how IS have been used in the accommodation process. METHODS: Thirty-six interviews were conducted with disabled employees from various organizations. Open, axial, and selective coding were part of the analysis. Fuzzy set qualitative comparative analysis was used to identify different levels of IS use based on participants' descriptions. RESULTS: An IS used in the workplace accommodation process consists of electronic request form, accommodation checklist, special budget, specific role, ancillary service, formal policy and procedure. There are different levels of IS use in the current accommodation process. The high-level IS use often results in a better accommodation performance than the low-level IS use, including high efficiency, high effectiveness, and low emotional tolls. Nevertheless, the high-level IS use often uses a specific, inflexible template as well as disregards human elements in the accommodation process. CONCLUSION: This work provides implications that future IS design should raise awareness of disability and accommodation, account for individual differences, involve multiple stakeholder inputs, as well as address the fundamental social issues in the accommodation process. [ABSTRACT FROM AUTHOR]

Disability management in information systems refers to the process of ensuring that digital technologies and applications are designed to be accessible and usable by individuals with disabilities. Traditional methods face several challenges such as privacy concerns, high cost, and accessibility issues. To overcome these issues, this paper proposed a novel method named bidirectional federated learning-based Gradient Optimization (BFL-GO) for disability management in information systems. In this study, bidirectional long short-term memory (Bi-LSTM) was utilized to capture sequential disability data, and federated learning was employed to enable training in the BFL-GO method. Also, gradient-based optimization was used to adjust the proposed BFL-GO method's parameters during the process of hyperparameter tuning. In this work, the experiments were conducted on the Disability Statistics United States 2018 dataset. The performance evaluation of the BFL-GO method involves analyzing its effectiveness based on evaluation metrics, namely, specificity, F1-score, recall, precision, AUC-ROC, computational time, and accuracy and comparing its performance against existing methods to assess its effectiveness. The experimental results illustrate the effectiveness of the BFL-GO method for disability management in information systems. [ABSTRACT FROM AUTHOR]

Background: South African legislation promotes the accommodation of employees with disabilities through enabling modifications and adjustments in the workplace. The literature about the experiences of employees with disabilities in higher education environments regarding accommodation is scant. Filling the gap, this research aimed to explore how employees with disabilities at a South African university cope with disability management practices by means of accommodations. Objectives: The objectives entailed exploring the encounters of employees with disabilities regarding accommodation in the workplace, their beliefs about these encounters and the meaning that the employees with disabilities attached to them. Method: The study design is grounded in the subjectivist epistemology of social constructionism and took on a qualitative approach. The bounded single-case study concerned formative evaluations. The homogeneous purposive sampling strategy amounted to 13 employees with disabilities. Twelve semi-structured interviews were analysed using thematic analysis. Results: The participants relied strongly on self-agency to address splintered or unresponsive disability management practices. To avoid marginalisation, they worked extra hard for securing a rightful place at work. Misconceptions of able-bodied peers or managers triggered psychological stress. Conclusion: Coping with the university's disability management practices is mainly a stressful challenge, consequently endangering people's well-being. Contribution: Exploring the coping of university employees with disabilities through accommodations filled a gap in the literature. [ABSTRACT FROM AUTHOR]

Purpose: To identify the factors determining the opinions of employees and employers regarding the importance of soft skills in the process of disability management. Design/methodology/approach: The objective of the study will be accomplished by conducting an anonymous survey at businesses employing people with a recognized disability condition, directly and indirectly (through agencies). Findings: based on the analysis of the research history in the project under consideration, identification of factors was attempted. Research limitations/implications: The limitations in the study process arise from the diagnostic survey method used. The respondents’ opinions (both open-end and multiple-choice answers) are based on declarations, leaving the researcher with a degree of uncertainty as to whether the study participants gave their honest answers. Possible inconsistencies may be due to the respondents’ fear of consequences, overinterpretation, misunderstanding the questions. Practical implications: The study results may be used by organizations employing people with disabilities, they serve as a reflection on building soft skill-based relationships, show the interviewees’ perspectives and attitudes to the issues being discussed. Based on the findings, managing staff can pay attention to those aspects of management that affect cooperation in diverse teams and eliminate problems that arise from employees’ lack of knowledge and concerns by offering workshops and training. Social implications: The study may contribute to an improvement of the knowledge and understanding of the matters of disability and have a positive effect on forming attitudes and opinions (emotional, cognitive and executive factors). Originality/value: The paper is targeted at employees, managing staff, emphasizing the importance of soft skills based on an individual’s sensitivity in the process of disability vs. diversity management as a key component of good collaboration among employees, professional success in the personal dimension. The paper is addressed at employees, managing staff, researchers, students, practicians. [ABSTRACT FROM AUTHOR]

The workplace reintegration of employees that have recovered from longer-term injury or illness is usually legally required and often challenging to complete. This article pertains to disability management policies, managerial behaviours, and return-to-work outcomes of such reintegration activities. Previous research has neglected the intermediary role of managers in the return-to-work process. To remedy this gap, descriptions and categorizations of pertinent disability management policies, manager behaviours, and outcomes, as well as theoretical explanations for the connections between these constructs, are presented. The central nature of managerial behaviours is noted. Consequently, the article provides structure to support additional research on the relationship between policies, behaviours, and outcomes. Further, the presented logical model offers pathway guidance for diagnostic and initiative actions for the reintegration of employees to the workplace. [ABSTRACT FROM AUTHOR]

Aim: An abnormal condition resulting from the absence or improper functioning of an organ in the body is called physical disability. Individuals with physical disabilities face mobility phobia and pain throughout their lives. Based on this hypothesis, this study was conducted to evaluate kinesiophobia and pain levels in physically disabled individuals. Materials and Methods: The study was conducted on 100 individuals with neurological and orthopedic disabilities between the ages of 10-83. The Tampa Kinesiophobia Scale and McGill-Melzack pain questionnaire were administered to the individuals and their kinesiophobia and pain levels were evaluated. Results: As a result of the study, it was observed that the majority of the individuals' pain was localized in the trunk (12.27% in the head, 33.74% in the trunk, 23.31% in the upper extremities, 30.67% in the lower extremities), they described the pain as tiring, and they were afraid of pain recurrence. Conclusion: As a result of the study, it was determined that individuals with physical disabilities face challenges related to pain in their daily lives and have concerns about experiencing pain again. Based on these findings, further research should be conducted to explore effective strategies for managing pain in this population. We believe that such research will contribute to the broader body of knowledge in this field. [ABSTRACT FROM AUTHOR]

This research aims to identify scientific mapping and research developments related to Disability Management. Research related to disability management is needed to guide the implementation of disability management. The research method used a qualitative method using a historical approach. The research data were articles published by reputable journal publishers that use the Publish or Perish (PoP) application. Data analysis used bibliometric analysis assisted by VOSviewer. The bibliometric output visualized the keyword network and maps obtained from the titles and abstracts contained in the collected articles. The study results showed that the mapping and development of studies related to stability management are as follows: First, the publication trend of articles related to disability management which began in 1987, experienced fluctuating conditions. The data showed that research related to disability management was starting to receive attention from academics. Second, the results of the co-authorship analysis showed that there were 149 collaborating on research. Eleven authors carried out the most significant collaborations. The most articles produced by the author are seven articles. This condition showed the authors' high commitment to continue developing knowledge related to disability management. Third, a Network Visualization analysis with VOSviewer software produced 133 keywords related to stability management. These keywords were divided into 11 clusters. Keywords that were often researched were related to "intellectual disability", "perspective", "equity", "organization", "fairness", "risk, individual", "competence", "management disability practice" and "disability prevention".

Breast cancer (BC) is the most common invasive cancer in the world. Most BC survivors (BCSs) continue working while dealing with cancer-related disabilities. BCSs' return-to-work (RTW) after cancer treatment is an important stage of their recovery and is associated with a higher survival rate. In this study, we addressed the RTW of BCSs with the intention of facilitating this process through direct action in the workplace. Thirty-two women who requested assistance from January to December 2022 were enrolled in the study. Semi-structured interviews and medical examinations were conducted by a team of three physicians. Interviews were analyzed using Thematic Analysis. Moreover, a quantitative cross-sectional study was conducted to compare the health status of BCSs with that of a control group of 160 working women, using standardized questionnaires on work ability, fatigue, sleep problems, anxiety, depression, and happiness. BCSs were also asked to rate the level of organizational justice they perceived at work prior to their illness. From the qualitative analysis emerged three facilitating/hindering themes: (1) person-related factors, (2) company-related factors, and (3) society-related factors. In the quantitative analysis, BCSs had significantly higher scores for anxiety, depression, sleep problems and fatigue, and lower levels of happiness than controls. The RTW of BCSs entails adapting working conditions and providing adequate support. The work-related analysis of each case made it possible to highlight the measures that need to be taken in the workplace to promote RTW. The treatment of cancer should be paired with advice on the best way to regain the ability to work. [ABSTRACT FROM AUTHOR]

Background: As Malaysia struggles with the battle to retain talented workers, the retention of persons with disabilities (PWDs) remains a major challenge in innovation management. Malaysia currently has the lowest retention of PWDs in innovation management in The Association of Southeast Asian Nations (ASEAN). The purpose of this study is to develop a unique framework to enhance the inclusion of PWDs in Malaysia. Methods: A questionnaire was distributed to 200 PWDs in the central region of Malaysia. Results: Based on the results of this research, four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia. Conclusions: This study focuses on 200 PWDs in Malaysia. Despite the fact that PWDs’ involvement in innovation management is the lowest, there is a lack of research initiative and practitioner commitment to address this issue. Serving as preliminary research in Malaysia, this study develops a unique framework to fill the gap.

BackgroundA considerable proportion of patients with mild to moderate traumatic brain injury (TBI) experience long-lasting somatic, cognitive, and emotional symptoms that may hamper their capacity to return to work (RTW). Although several studies have described medical, psychological, and work-related factors that predict RTW after TBI, well-controlled intervention studies regarding RTW are scarce. Furthermore, there has traditionally been weak collaboration among health-related rehabilitation services, the labor and welfare sector, and workplaces.Methods/designThis study protocol describes an innovative randomized controlled trial in which we will explore the effect of combining manualized cognitive rehabilitation (Compensatory Cognitive Training [CCT]) and supported employment (SE) on RTW and related outcomes for patients with mild to moderate TBI in real-life competitive work settings. The study will be carried out in the southeastern region of Norway and thereby be performed within the Norwegian welfare system. Patients aged 18-60 years with mild to moderate TBI who are employed in a minimum 50% position at the time of injury and sick-listed 50% or more for postconcussive symptoms 2 months postinjury will be included in the study. A comprehensive assessment of neurocognitive function, self-reported symptoms, emotional distress, coping style, and quality of life will be performed at baseline, immediately after CCT (3 months after inclusion), following the end of SE (6 months after inclusion), and 12 months following study inclusion. The primary outcome measures are the proportion of participants who have returned to work at 12-month follow-up and length of time until RTW, in addition to work stability as well as work productivity over the first year following the intervention. Secondary outcomes include changes in self-reported symptoms, emotional and cognitive function, and quality of life. Additionally, a qualitative RTW process evaluation focused on organizational challenges at the workplace will be performed.DiscussionThe proposed study will combine cognitive and vocational rehabilitation and explore the efficacy of increased cross-sectoral collaboration between specialized health care services and the labor and welfare system. If the intervention proves effective, the project will describe the cost-effectiveness and utility of the program and thereby provide important information for policy makers. In addition, knowledge about the RTW process for persons with TBI and their workplaces will be provided.Trial registrationClinicalTrials.gov, NCT03092713 . Registered on 10 March 2017.

Background: As Malaysia struggles with the battle to retain talented workers, the retention of persons with disabilities (PWDs) remains a major challenge in innovation management. Malaysia currently has the lowest retention of PWDs in innovation management in The Association of Southeast Asian Nations (ASEAN). The purpose of this study is to develop a unique framework to enhance the inclusion of PWDs in Malaysia. Methods: A questionnaire was distributed to 200 PWDs in the central region of Malaysia. Results: Based on the results of this research, four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia. Conclusions: This study focuses on 200 PWDs in Malaysia. Despite the fact that PWDs’ involvement in innovation management is the lowest, there is a lack of research initiative and practitioner commitment to address this issue. Serving as preliminary research in Malaysia, this study develops a unique framework to fill the gap.

Background: As Malaysia struggles with the battle to retain talented workers, the retention of persons with disabilities (PWDs) remains a major challenge in innovation management. Malaysia currently has the lowest retention of PWDs in innovation management in The Association of Southeast Asian Nations (ASEAN). The purpose of this study is to develop a unique framework to enhance the inclusion of PWDs in Malaysia. Methods: A questionnaire was distributed to 200 PWDs in the central region of Malaysia. Results: Based on the results of this research, four crucial variables (salary, compensation, career advancement and reward management) contributed to the lack of involvement in innovation management among PWDs in Malaysia. Conclusions: This study only focuses on 200 PWDs in Malaysia. Despite the fact that PWDs’ involvement in innovation management is the lowest, there is a lack of research initiative and practitioner commitment to address this issue. Serving as preliminary research in Malaysia, this study develops a unique framework to fill the gap.

Purpose Employers increasingly use 'return to work' (RTW) coordinators to support work ability and extend working careers, particularly among employees with reduced work ability. We examined whether applying this model was associated with changes in employee sickness absence and disability retirements. Methods We used data from the Finnish Public Sector study from 2009 until 2015. Employees where the model was introduced in 2012 constituted the cases (n = 4120, one municipality) and employees where the model was not in use during the follow-up, represented the controls (n = 5600, two municipalities). We analysed risk of disability retirement in 2013–2015 and risk of sickness absence after (2013–2015) vs. before (2009–2011) intervention by case–control status. Results The incidence of disability retirement after the intervention was lower in cases compared to controls both in the total population (hazard ratio HR = 0.49, 95% CI 0.30–0.79) and in the subgroup of participants with reduced work ability (HR = 0.34, 95% CI 0.12–0.99). The risk of sickness absence increased from pre-intervention to post-intervention period both among cases and controls although the relative increase was greater among cases (RRpost- vs. pre-intervention = 1.26, 95% CI 1.14–1.40) than controls (RRpost- vs. pre-intervention = 1.03, 95% CI 0.97–1.08). In the group of employees with reduced work ability, no difference in sickness absence trends between cases and controls was observed. Conclusions These findings suggest that RTW-coordinator model may increase employee sickness absence, but decrease the risk of disability retirement, i.e., permanent exclusion from the labour market. [ABSTRACT FROM AUTHOR]

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Background Previous work on sickness absence has shown that conversations about return to work can be challenging. The perception of competing interests and multiple stakeholders in the return to work process may also complicate and erode trust, further impacting health and well-being. Aims This study aims to explore the themes arising from the experiences of physicians and patients on the impact of health and return to work. The goal was to use these results to develop a Medical Readers' Theatre workshop focusing on negotiating challenging return to work scenarios to serve as an educational support for stakeholders. Methods Semi-structured interviews were conducted with 19 physicians and 15 patients from the Canadian Maritime Provinces on their experiences in return to work following an injury or illness. Interviews were recorded, transcribed and thematically analysed. Using the emergent themes, an educational workshop in the modality of Readers' Theatre was developed. Results The findings confirm there are multiple stakeholders involved in the return to work process and the factors influencing successful return are not always medically related. Six recurring themes were identified for the patient group and five for the physicians', allowing the development of storylines and four return to work scenarios. The scenarios have been used in teaching sessions. Conclusions The themes reinforced that challenges in return to work are not always medical in nature. This Readers' Theatre adopts perspectives of patients, physicians and other stakeholders whilst focusing on return to work with the goal of providing engagement in reflective and purposeful discussion. [ABSTRACT FROM AUTHOR]

Purpose Supervisors play an important role during the return to work (RTW) of injured workers. Yet little research has been done on the actions associated with this role or the contexts in which they are taken. The purpose of this study was to develop courses of action to promote supervisors' involvement in the process aimed at achieving sustainable RTW for workers following a work-related musculoskeletal disorder (MSD), and to verify their pertinence, feasibility, and applicability in practice. Methods A two-phase qualitative method was used. (1) Secondary content analysis of 46 interviews of 14 workers post-MSD and 32 other actors in the RTW process, conducted during a prior case study, yielded proposals for courses of action composed of specific actions for supervisors. (2) The pertinence, feasibility, and applicability of these courses of action and specific actions were explored, first, through a self-administered questionnaire to initiate individual reflection, and later in greater depth through focus groups to identify the different contexts in which they might be applicable. Thematic analysis was performed for each phase. Results Eight proposed courses of action, including specific concrete actions and conditions influencing supervisors' involvement, were developed by the researchers and generally perceived as pertinent and feasible by the participants. Several aspects of the organizational context appeared to influence implementation of these courses of action within the organizations. Conclusion Organizational context appears to influence the application of these courses of action, as do the conditions under which they are implemented. [ABSTRACT FROM AUTHOR]

Healthcare personnel must deal with two problems of growing importance: violence in the workplace and the loss of work ability due to the aging of the workforce. Our objective was to evaluate, with a two-wave perspective design, the relationships of work ability, social support, and occupational stress with workplace violence in nurses. In an Italian public health company, we asked nurses to self-assess their work ability using the Work Ability Index (WAI) and we analyzed the relationship between this indicator and the violence experienced in the previous and following years. A total of 321 out of 344 nurses (99.3%) participated. In a logistic regression model, the WAI score was a significant protective factor for violence experienced in the previous year (OR = 0.94 CI95% = 0.90; 0.98 p < 0.01) and in the following year (OR = 0.88 CI95% = 0.84; 0.92 p < 0.01). In a hierarchical logistic regression model, social support acted as a protective factor (OR = 0.87 CI95% = 0.79; 0.95 for violence experienced in the previous year), while occupational stress was a significant determinant of the risk of aggression (OR = 3.65 CI95% = 1.90; 7.03 in the previous year, OR = 3.54 CI95% = 1.801; 6.947 in the following year). The difficulties that nurses encounter in carrying out their growing work demands in an environment that is not promptly adapted to their changing physical and mental states can lead to an increased risk of violence. Prevention of workplace violence should include organizational and ergonomic measures that reduce stress and increase staff support and work ability.

Breast cancer (BC) is the most common invasive neoplasm and affects many women of working age. The return to work (RTW) of female survivors (BCSs) is associated with a better quality of life and longer survival. A tailored intervention to promote RTW was launched in 2022. A year later, the women were contacted to find out if RTW had occurred regularly and what their health conditions were compared to the baseline. BCSs reported excessive fatigue, poor sleep quality, anxiety, depression and reduced work ability; these parameters had not improved significantly compared to the baseline. Thematic analysis of the interviews confirmed the presence of personal, company, and societal factors that could hinder or favor RTW. The interviews demonstrated that, even in an economically developed country that has provided numerous benefits for BCSs, protection is not always effective. Personalized intervention seems necessary to complete the process of reintegrating BCSs into their future working careers.

Workplace health and safety is constantly evolving both in developed and developing countries. Under the tumultuous development of technology, working environments are changing, leading to the onset of new occupational hazards and unprecedented risk conditions deriving from the new ways of organizing work. At the same time, progress in medical science, with the knowledge in the fields of genetics, metabolomics, big data, and smart technologies, makes it possible to promptly identify and treat risk conditions that would have escaped notice in the past. Personalized occupational medicine represents the frontier of prevention in the workplace, from the perspective of total worker health and the sustainability of resources. The contributions to this Special Issue range from chemical, physical, and biological to psychosocial risks, and from the search for new ways to control long-known risks, such as mercury toxicity, to observations of the most frequent pathologies in the workplace in the last twenty years, such as repetitive trauma diseases, immunodeficiency transmitted as a result of biological injuries, and violence and psychological trauma in the workplace. New insights are needed in occupational health and safety practice to address the new challenges in this field. [ABSTRACT FROM AUTHOR]

BACKGROUND: Workers with persistent disabling low back pain (LBP) often encounter difficulty staying at work. Self-management (SM) programs can offer interesting avenues to help workers stay at work. OBJECTIVE: To establish the plausibility of a logic model operationalizing a SM program designed to help workers with persistent disabling LBP stay at work. METHODS: We used a qualitative design. A preliminary version of the logic model was developed based on the literature and McLaughlin et al.'s framework for logic models. Clinicians in work rehabilitation completed an online survey on the plausibility of the logic model and proposed modifications, which were discussed in a focus group. Thematic analyses were performed. RESULTS: Participants (n = 11) found the model plausible, contingent upon a few modifications. They raised the importance of making more explicit the margin of maneuver or "job leeway" for a worker who is trying to stay at work and suggested emphasizing a capability approach. Enhancing the workers' perceived self-efficacy and communication skills were deemed essential tasks of the model. CONCLUSION: A plausible logic model for a SM program designed for workers with disabling LBP stay at work was developed. The next step will be to assess its acceptability with potential users. [ABSTRACT FROM AUTHOR]

Fibromyalgia (FM) is a lifelong central nervous system disorder that is precipitated by a range of biological, psycho-cognitive, and social factors. The aims of this exploratory study were to (a) identify biopsychosocial and cognitive factors that may affect an individual's response to FM, (b) determine whether individuals with FM can be grouped into homogeneous subgroups based on biopsychosocial factors associated with response to FM, and (c) compare subgroup differences in health outcomes and life satisfaction. This study included 302 participants with FM. Principal components analysis yielded three sets of biopsychosocial factors that may affect response to FM (i.e., protective, cognitive-affective, and physical factors). Based on these three factors, a cluster analysis was performed, which produced three homogeneous subgroups: (a) the moderate amount of problems group, (b) the least amount of problems group, and (c) the many problems group. Analysis of variance (ANOVA) results indicated that these three subgroups differed significantly in terms of health outcomes and life satisfaction. The findings of this study broaden the existing literature related to understanding FM from a multidimensional symptom response perspective and contribute to the development and validation of biopsychosocial interventions for people with FM. [ABSTRACT FROM AUTHOR]

BACKGROUND: Musculoskeletal disorders (MSDs) can be prevented by avoiding trauma caused by poor posture, compression, force, and repetition. Neutral postures are recommended to avoid MSDs. OBJECTIVE: This study introduces Mouse With Your Arm™ (MWYA) methodology which promotes sitting back in a chair, using the chair's armrest for forearm support at relaxed elbow height, matching surface and armrest height, and keeping the mouse on the surface edge. This position allows optimal task chair use, facilitates movement and neutral postures, avoids compression and contact stress, and is effective in mitigating MSDs. METHOD: MWYA was applied and measured in the field for more 23 years providing over 3,500 individualized assessments to integrate a participant's unique characteristics, reported health concerns, tasks, tools, and environment to achieve and sustain whole-body neutral and comfortable working postures. RESULTS: Previous research has consistently recommended use of forearm support by a desk, apparatus, or wrist rest, and resulted in non-neutral, static postures and measured health consequences. By using armrests for support, MWYA avoids the potential of MSDs as can be caused by these previously endorsed postures. CONCLUSION: By applying the five MWYA principles, computer users comprehend neutral posture and put forth the effort essential to creating healthy human computer relationships. [ABSTRACT FROM AUTHOR]

The Work Ability Index (WAI) is the most widely used questionnaire for the self-assessment of working ability. Because of its different applications, shorter versions, and widespread use in healthcare activities, assessing its characteristics is worthwhile. The WAI was distributed online among the employees of a healthcare company; the results were compared with data contained in the employees' personal health records and with absence registers. A total of 340 out of 575 workers (59.1%) participated; 6.5% of them reported poor work ability. Exploratory factor analysis indicated that the one-factor version best described the characteristics of the WAI. The scores of the complete WAI, the shorter form without the list of diseases, and the minimal one-item version (WAS) had equal distribution and were significantly correlated. The WAI score was inversely related to age and significantly lower in women than in men, but it was higher in night workers than in their day shift counterparts due to the probable effect of selective factors. The WAI score was also correlated with absenteeism, but no differences were found between males and females in the average number of absences, suggesting that cultural or emotional factors influence the self-rating of the WAI. Workers tended to over-report illnesses in the online survey compared to data collected during occupational health checks. Musculoskeletal disorders were the most frequently reported illnesses (53%). Psychiatric illnesses affected 21% of workers and had the greatest impact on work ability. Multilevel ergonomic and human factor intervention seems to be needed to recover the working capacity of healthcare workers.

Boxing exercise programs without direct contact with an opponent, is an adapted physical activity that integrate a series of tasks that may have positive effects on people with diverse health conditions. This study aimed to analyze the scientific evidence available on the effects of using adapted boxing as a rehabilitation strategy on people with diverse health conditions. A systematic review of the scientific literature was performed on studies which dealt with the effects of boxing as a rehabilitation strategy in people with diverse health conditions. Two modified scales were applied to assess the methodological quality of the findings. A total of 10 studies were included in the analysis, 4 of them were experimental and 6 observational. None of the studies reported injuries or other health complications derived from the exercise programs. The interventions led to improvements in cardiovascular fitness, upper body strength, body composition, coordination, gait independence and gait speed. The performance of adapted boxing is beneficial for people with diverse health conditions. Future randomized trials with larger samples would be needed to determine the most appropriate therapeutic dosing for each population. [ABSTRACT FROM AUTHOR]

This paper aims to analyze the role of disability management primarily in social, economic, and corporate systems by focusing on the stakeholder theory. This paper examines the main international literature on this topic to offer qualitative evidence of this phenomenon. In other words, the paper formulates certain theoretical interdisciplinary considerations based on a qualitative approach with an updated conceptualization of the international literature. Business logic may lead to a bias against disability stakeholders if they are perceived as factors that affect productivity. A more balanced assessment should consider both the tangible and intangible effects on the business system in which people with disabilities may have stakeholder roles. Disabled employees have a greater impact in terms of structural requirements, training, prevention, and healthcare in addition to the operational discontinuities that any form of disability is likely to cause. Disability, however, could contribute to the creation of a stimulating, motivating, and empowering working environment, thus maximizing the overall performance. Diversity and disability management also increase overall productivity because they tend to boost tolerance with positive effects in terms of reputation. Financial benefits from government grants often compensate for the expenses. The beneficial impact on the economic system is also often overlooked: otherwise, unproductive resources are brought back into use, thus freeing productive energies within families with disabled members. Disabled stakeholders who are customers or users represent a substantial and growing target for companies that produce specific goods and services and are tailoring their strategies according to demand. [ABSTRACT FROM AUTHOR]

Purpose: To introduce the Finnish practice of collaboration aiming to enhance work participation, to ask supervisors about its reasons and usefulness, to study supervisors' needs when they face work disability, and to compare the experiences of supervisors whose profiles differ. Materials and methods: An online questionnaire based on the Finnish practice of collaboration between supervisor and occupational health services (OHS) went to supervisors in six public and private organizations. A total of 254 supervisors responded, of whom, 133 (52%) had collaborated in work disability negotiations, representing a wide variety with differing professional profiles. Results: In their role of managing work disability, supervisors appeared to benefit from three factors: an explicit company disability management (DM) policy, supervisors' training in DM, and collaboration with OHS. Reasons for work disability negotiations were long or repeated sick-leaves and reduced work performance. Expectations for occupational health consultations focused on finding vocational solutions and on obtaining information. Supervisors assessed the outcomes of collaboration as both vocational and medical. Supervisors with differing professional profiles prioritized slightly different aspects in collaboration. Conclusions: Collaboration with OHS is an important option for supervisors to enhance work modifications and the work participation of employees with work disability. Work disability negotiation between supervisor, employee, and occupational health services (OHS) is an effective method to enhance work participation. Collaboration with occupational health can advance work modifications and also lead to medical procedures to improve work performance. Supervisor training, companies' explicit disability management policy, and collaboration with OHSs all advance employee's work participation. Collaboration with OHSs may serve as training for supervisors in their responsibility to support work participation. [ABSTRACT FROM AUTHOR]

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