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  • 1.
    Escorpizo, Reuben
    et al.
    Swiss Parapleg Res SPF, CH-6207 Nottwil, Switzerland .
    Reneman, Michiel F.
    Univ Med Ctr Groningen, Ctr Rehabil, NL-9713 AV Groningen, Netherlands .
    Ekholm, Jan
    Karolinska Inst, Dept Clin Sci DS, Stockholm, Sweden.
    Fritz, Julie
    Univ Utah, Dept Phys Therapy, Coll Hlth, Salt Lake City, UT, USA .
    Krupa, Terry
    Queens Univ, Sch Rehabil Therapy, Kingston, ON, Canada .
    Marnetoft, Sven-Uno
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Maroun, Claude E.
    Amer Univ Beirut, Med Ctr, Beirut, Lebanon.
    Guzman, Julietta Rodriguez
    Univ El Bosque, Occupat Hlth Grad Program, Fac Med, Bogota, Colombia.
    Suzuki, Yoshiko
    Mejiro Univ, Tokyo Metropolitan Rehabil Ctr Phys & Intellectua, Tokyo, Japan .
    Stucki, Gerold
    Swiss Parapleg Res SPF, CH-6207 Nottwil, Switzerland .
    Chan, Chetwyn C. H.
    Hong Kong Polytech Univ, Dept Rehabil Sci, Hong Kong, Hong Kong, Peoples R China .
    A Conceptual Definition of Vocational Rehabilitation Based on the ICF: Building a Shared Global Model2011In: Journal of occupational rehabilitation, ISSN 1053-0487, E-ISSN 1573-3688, Vol. 21, no 2, p. 126-133Article in journal (Refereed)
    Abstract [en]

    Background The International Classification of Functioning, Disability and Health (ICF) is a conceptual framework and classification system by the World Health Organization (WHO) to understand functioning. The objective of this discussion paper is to offer a conceptual definition for vocational rehabilitation (VR) based on the ICF. Method We presented the ICF as a model for application in VR and the rationale for the integration of the ICF. We also briefly reviewed other work disability models. Results Five essential elements of foci were found towards a conceptual definition of VR: an engagement or re-engagement to work, along a work continuum, involved health conditions or events leading to work disability, patient-centered and evidence-based, and is multi-professional or multidisciplinary. Conclusions VR refers to a multi-professional approach that is provided to individuals of working age with health-related impairments, limitations, or restrictions with work functioning and whose primary aim is to optimize work participation. We propose that the ICF and VR interface be explored further using empirical and qualitative works and encouraging stakeholders' participation.

  • 2.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    Edvardsson Stiwne, Elinor
    Linköpings universitet.
    Ekberg, Kerstin
    Linköpings universitet.
    Experience of the Implementation of a Multi-Stakeholder Return-to-Work Programme2009In: Journal of occupational rehabilitation, ISSN 1053-0487, E-ISSN 1573-3688, Vol. 19, no 4, p. 409-418Article in journal (Refereed)
    Abstract [en]

    Introduction Employers can use several strategies to facilitate return-to-work for workers on sick leave, but there seems to be limited knowledge of how workplace-based interventions are actually implemented in organisations. One public Swedish employer initiated a return-to-work programme which incorporated interventions suggested by earlier research, e.g. multi-professional health assessment, case management, educational peer-support groups and adapted workplace training. The overall purpose of the study is to analyse how the programme was implemented and experienced in the organisation, from the perspective of involved stakeholders, i.e. supervisors, occupational health consultants and a project coordinator. The objective of this paper is to identify and analyse how these stakeholders perceived that the programme had been implemented in relation to its intentions. Methods A qualitative method was used, consisting of individual interviews with eight supervisors and the project leader. Two group interviews with five occupational health service consultants were also conducted. Results The study revealed barriers to the implementation of return-to-work interventions. Not all of the intended interventions had been implemented as expected in policy. One explanation is that the key stakeholders expressed a more biomedical, individual view of work ability, while the programme was based on a more holistic, biopsychosocial view. Conclusion Implementation of a return-to-work programme is an ongoing, long-term multi-level strategy, requiring time for reflection, stakeholder participation, openness to change of intervention activities, and continuous communication.

  • 3.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    Maceachen, Ellen
    Institute for Work & Health, Toronto, ON, Canada.
    Ekberg, Kerstin
    Linköpings universitet.
    Exploring Workplace Actors Experiences of the Social Organization of Return-to-Work.2010In: Journal of occupational rehabilitation, ISSN 1053-0487, E-ISSN 1573-3688, Vol. 20, no 3, p. 311-321Article in journal (Refereed)
    Abstract [en]

    Introduction: There is a limited body of research on how the actual social exchange among workplace actors influences the practice of return-to-work. The objective of this study was to explore how workplace actors experience social relations at the workplace and how organizational dynamics in workplace-based return-to-work extends before and beyond the initial return of the sick listed worker to the workplace.

    Method: An exploratory qualitative method approach was used, consisting of individual open-ended interviews with 33 workplace actors at seven worksites that had re-entering workers. The workplace actors represented in these interviews include: re-entering workers, supervisors, co-workers, and human resource managers. Results The analysis identified three distinct phases in the return to work process: while the worker is off work, when the worker returns back to work, and once back at work during the phase of sustainability of work ability. The two prominent themes that emerged across these phases include the theme of invisibility in relation to return-to-work effort and uncertainty, particularly, about how and when to enact return-to-work. Conclusion The findings strengthen the notion that workplace-based return-to-work interventions need to take social relations amongst workplace actors into account. They also highlight the importance and relevance of the varied roles of different workplace actors during two relatively unseen or grey areas, of return-to-work: the pre-return and the post-return sustainability phase. Attention to the invisibility of return-to-work efforts of some actors and uncertainty about how and when to enact return-to-work between workplace actors can promote successful and sustainable work ability for the re-entering worker.

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