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  • 1.
    Dunstan, Debra
    et al.
    University of New England, Australia.
    Mortelmanns, Katrien
    Department Research and Development, Occupational Health Services 'Group IDEWE', Belgium.
    Tjulin, Åsa
    Mälardalens högskola.
    MacEachen, Ellen
    University of Waterloo, Canada.
    The role of co-workers the return-to-work process2015In: International Journal of Disability Mangement Research, ISSN 1833-8550, E-ISSN 1834-4887, Vol. 10, p. 9-16Article in journal (Refereed)
    Abstract [en]

    There is a large body of research examining work disability management and the return to work (RTW) of sick or injured workers. However, although this research makes clear the roles of the returning worker and supervisor, that of the co-workers is less well understood. To increase understanding of this topic, we have identified, reviewed, and discussed three studies that emerged from our connection with a Canadian research-training program. The first study, conducted in Sweden by Tjulin, MacEachen, and Ekberg (2009), showed that co-workers can play a positive rolein RTW, but this is often invisible to supervisors. The second study, undertaken by Dunstan and MacEachen (2013) in Canada, found that RTW could both positively and negatively impact co-workers. For instance, co-workers may benefit from learning new skills, but may also be burdened by the need to assume extra work to accommodate a returning worker. The third study, performed in Belgium by Mortelmans and Verjans (2012) and Mortelmans, Verjans, and Mairiaux (2012) reported the need to include the expectations and objections of co-workers in RTW plans and implemented a three-step RTW tool that involves co-workers. Taken together, these studies highlight the social context of work, the positive roleplayed by co-workers in the RTW process, the impacts of workplace social relations on RTW outcomes, and the benefits to all of involving co-workers in RTW plans. 

  • 2.
    Ekberg, Kerstin
    et al.
    Linköpings Universitet.
    Tjulin, Åsa
    Mälardalens högskola.
    Selander, John
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Müssener, Ulrika
    Linköpings universitet.
    Sociala kontakter - på gott eller ont?2014Report (Other academic)
    Abstract [en]

    Syfte Studien syftade till att studera om sociala kontakter med arbetsplatsens aktörer under en sjukskrivning har betydelse för förväntningar om att kunna komma tillbaka i arbete Metod Studien genomfördes som en enkätstudie till anställda som varit sjukskrivna i mellan 60 och 90 dagar, vilka identifierades via Försäkringskassans register. Totalt svarade 534 individer (48%). Enkätstudien kombinerades med en fördjupad intervjustudie med sjukskrivna, arbetsledare och arbetskollegor. Resultat Majoriteten av de sjukskrivna hade kontakter med arbetsledare och arbetskamrater. Sjukskrivna med sämre hälsotillstånd, sjukskrivna i psykiska besvär och utlandsfödda hade färre kontakter med arbetsledare och arbetskamrater. Multipel logistisk regressionsanalys visar att främst kvaliteten i kontakterna, mätt som stödjande, konstruktiva och engagerade kontakter, med både arbetsledaren och arbetskamraterna, mer än fördubblade chansen att den sjukskrivne har goda förväntningar om att kunna återgå i arbete och att kunna kvarstå i arbete. Intervjustudien understödjer resultaten från enkätstudien i betydelsen av kvaliteten på de sociala kontakterna för en framgångsrik rehabilitering tillbaka till arbete. Förutsättningarna för hur en arbetsledare förhåller sig till den sjukskrivne medarbetaren påverkas av arbetsledarens egen situation. Det är vanligt att chefer är rörliga i arbetslivet, en långvarigt sjukskriven medarbetare kan därför ställas inför situationen att det är en helt ny chef som hon eller han förväntas kommunicera med, och den nye chefen har ingen personlig relation till medarbetaren. I det föränderliga arbetslivet kan en arbetsledares arbetssituation vara tidspressad och det blir lätt att prioritera bort det egna ansvaret för att hålla kontakten, arbetsledare betonar ömsesidigheten i ansvaret. Konklusioner Kvaliteten i kontakterna mellan sjukskrivna och deras arbetsledare och arbetskamrater är viktigare än demografiska faktorer och självskattad hälsa och arbetsförmåga för den sjukskrivnes förväntan om att kunna återgå och kvarstå i arbete. Det förekommer sociodemografiska skillnader i frekvensen av kontakter med arbetsledare och arbetskamrater, sjukskrivna med sämre hälsotillstånd, med psykiska besvär eller är utlandsfödda har färre kontakter.

  • 3.
    Selander, John
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Tjulin, Åsa
    Division of Public Health Sciences, School of Health, Care and Social Welfare, Mälardalens University, Sweden.
    Mussner, Ulrika
    Division of Community Medicine, Department of Medical and Health Sciences, Linkoping University, Sweden.
    Ekberg, Kerstin
    HELIX Vinn Excellence Centre, Linkoping University, Sweden.
    Contact With the Workplace During Long-Term Sickness Absence and Worker Expectations of Return to Work2015In: International Journal of Disability Mangement Research, ISSN 1833-8550, E-ISSN 1834-4887, Vol. 10, article id e3Article in journal (Refereed)
    Abstract [en]

    Since long-term sickness absence constitutes a problem in most western countries, research that can facilitate return to work (RTW) is important. Today there is evidence that the social context at the workplace has a significant impact on return to work. The dual aims of the study was firstly to investigate the pattern and quality of contact between employees on long-term sick leave and different actors at the workplace, and secondly to investigate whether contacts with the workplace were associated with expectations regarding return to work. An explorative method and descriptive design was used for the first aim. For the second aim, the data was analysed in a multivariate logistic regression model. The results show that employees had frequent and, in most cases, appreciated contact with their supervisor and co-workers. Contact with other workplace actors; that is, the occupational health unit, the union representative, and the human resources department, were less frequent. Employees who experienced the contact as supportive and constructive were far more positive and optimistic than others regarding return to work. It is concluded that supervisors and co-workers should be aware that they play a significant role in the return-to-work process, and that quality of contact is what matters.

  • 4.
    Tjulin, Åsa
    Mälardalens Högskola.
    Ett exempel på det kollegiala lärandet - ett arbetsplatslärande för att möjliggöra studentaktiva lärandeformer.2016In: NU2016: Högskolan i samhället. Samhället i högskolan, 2016Conference paper (Refereed)
    Abstract [sv]

    Ett pedagogiskt utvecklingsarbete på Mälardalens högskola, inom programmet för folkhälsovetenskap,initierades hösten 2013. Det hela började med en workshop om ProblemBaseratLärande (PBL) sompedagogiskt förhållningssätt och modell. Frågan kollegiet ställde sig efter genomfört workshop var omPBL, eller en egen hybrid av det teoretiska förhållningssättet (syn på lärande) och pedagogiska metodenoch didaktik (verktyg i undervisningen), skulle kunna vara något att använda sig av i det treårigafolkhälsovetenskapliga programmet.Vidare identifierade kollegiet vissa behov av pedagogiskutveckling.På kollegialnivå: - Avsaknad av gemensamt pedagogiskt förhållningssätt -Avsaknad av pedagogisk transparens och delat/kollegialt lärande, dvs vad gör mina kollegor i “sinakurser” -Inga lärtillfällen mellan kollegor fanns inplanerat på ett kontinuerligt och strukturerat sätt -Behov av en diskussion och utveckling av hur pedagogiska metoder och förhållningssätt kan gå hand-ihandmed progressionen inom ämnet folkhälsa i grundutbildningen. På studentnivå:-Undvika och förebygga konflikter i studentgrupper i samband med grupparbeteüUndvika att alltför många studenter helt väljer bort frivilla lärtillfällen som erbjuds på högskolan. Förbättra kvalitén på lärandeprocessen och slutprodukterna i grupparbeten. Förbättra bedömningen av individuella insatser i grupparbetenüMöjliggöra och förbättra lärtillfällen för individuellt skrivande. Under våren 2014 gick kollegiet gemensamt in i en pedagogisk kompetensutveckling genom enhandledarutbildning för PBL. Utbildningen låg till grund för att kunna ta ställning till om PBL, eller enegen hybrid, skulle kunna gynna kollegiet i sin pedagogiska utveckling och svara på frågor som; varförskulle vi använda oss av PBL i programmet, när, hur och vad skulle en förändring innebära? I ett första steg kom kollegiet fram till att en egen hybrid, som kallas studentaktivt lärande, skulle testasoch implementeras i valda kurser inom det folkhälsovetenskapliga programmet. I korthet innebär detnya pedagogiska verktyget att kollegiet införde handledarledda studiegrupper för att utveckla ochförbättra grupparbeten inom vissa kurser. Det pedagogiska verktyget har utvärderats medfrågeställningar om vad som varit positivt och vilka utvecklingsmöjligheter som finns under kursernasgång från både kollegialt- och studentperspektiv.

  • 5.
    Tjulin, Åsa
    Linköpings universitet.
    Experience of the implementation of a multi-stakeholder return to work programme2010Conference paper (Other academic)
  • 6.
    Tjulin, Åsa
    Linköping universitet.
    Validity issues in Qualitative Research2007In: Organizational Theory and Change Processes: Collected papers from a doctoral course / [ed] Westlander G., Linköping: Linköping University Electronic Press, 2007Chapter in book (Other academic)
  • 7.
    Tjulin, Åsa
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    What is fair? International perspectives on equity in work and health2018In: NU2018: Det akademiska lärarskapet, 2018Conference paper (Refereed)
    Abstract [sv]

    WHAT IS FAIR? INTERNATIONAL PERSPECTIVES ON EQUITY IN WORK AND HEALTH Åsa Tjulin (asa.tjulin@miun.se) Det är titlen på den distanskurs (7,5 hp) som Mittuniversitetet, Mälardalens Högskola och University of Waterloo (Kanada) skapar tillsammans. Vi vill skapa interaktion mellan svenska och kanadensiska studenter inom ämnesområdet arbetsliv och hälsa. Vi har bildat en partnerskapsmodell där kursen är vår gemensamma plattform. Varje läsosäte antar sina egna studenter. Vi har en baktanke med det som jag gärna berättar mer om. Jag kan ge dig en teaser: University of Waterloo är erkänt ett av de största lärosäten i Kanada som ger onlineutbildningar. Deras stödresurser är enorma i jämförelse vad vi i Sverige är vana vid. Vi har en egen OnlineConsultant knuten till projektet. Den personen ger feedback på allt från våra lärandemål till hur vi pedagogiskt kan genomföra kursen och vilka onlineverktyg som passar bäst till våra idéer. Jag vill gärna dejta dig som är intresserad av och kanske har egen erfarenhet av att bedriva ditt akademiska lärarskap inom ramen för internationella kurser/utbildning. Det jag kan berätta för dig handlar om hur idén till den här kursen föddes, hur den förädlats, vilka samverkansstrategier vi använder oss av och vad vi vill med kursen och med vårt partnerskap. Vi har även fått initieringsbidrag från STINT för att förverkliga vår idé. Blir du nyfiken? Jag hoppas det! Nästa steg som jag funderar på är om vi kan söka forskningsmedel för att studera vår aktivitet. Kanske kan vi bidra till att belysa både fallgropar och framgångsfaktorer för hur internationella kursers online/på distans inom vårt ämnesområde fungerar i praxis. Har du idéer eller erfarenehet om detta? Eller har jag väckt din nyfikenhet? Kom och träffa mig! Vi ses, hälsar Åsa Tjulin

  • 8.
    Tjulin, Åsa
    Linköpings universitet, Arbetslivsinriktad rehabilitering.
    Workplace Social Relations in theReturn-to-Work process2010Doctoral thesis, comprehensive summary (Other academic)
    Abstract [en]

    The overall aim of this thesis was to explore the impact of workplace social relations on the implementation of return-to-work interventions. The thesis consists of four separate papers with specific aims. In Paper I, the overall purpose of the study was to analyse how a multi-stakeholder return-to-work programme was implemented and experienced from the perspective of the stakeholders involved, i.e. supervisors, occupational health consultants and a project coordinator. The objective was to identify and analyse how these stakeholders perceived that the programme had been implemented in relation to its intentions. In Paper II, the objective was to explore how workplace actors experience social relations, and how organisational dynamics in workplace-based return-to-work start before and extend beyond the initial return of the sick-listed worker to the workplace. In Paper III, the objective was to explore the meaning of early contact in return-to-work, and how social relational actions and conditions can facilitate or impede early contact among workplace actors. In Paper IV, the objective was to explore the role of co-workers in the return-to-work process, and their contribution to the process, starting from when a colleague falls ill, continuing when he/she subsequently becomes sick-listed and finally when he/she re-enters the workgroup.

    The general methodological approach to the papers in this thesis has been explorative and interpretive; qualitative methods have been used, involving interviews, group interviews and collection of employer policies on return-to-work. The data material has been analysed through back-and-forth abductive (Paper I), and inductive (Papers II-IV) content analysis.

    The main findings from Paper I show that discrepancies in the interpretations of policy intentions between key stakeholders (project coordinator, occupational health consultants and supervisors) created barriers for implementing the employer-based return-to-work programme, due to lack of communication, support, coaching and training activities of key stakeholders dedicated to the biopsychosocial intentions of the programme. In Papers II-IV, the workplace actors (re-entering workers, co-workers, supervisors and/or human resources manager) experienced the return-to-work process as phases (time before the sick leave, when on sick leave, when re-entering the workplace, and future sustainability). The findings highlight the importance and relevance of the varied roles of the different workplace actors during the identified phases of the return-to-work process. In particular, the positive contribution of co-workers, and their experience of shifting demands and expectations during each phase, is acknowledged. During the period of time before sick leave the main findings show how workplace actors experience the meaning of early contact within a social relational context, and how early contact is more than an activity that is merely carried out (or not carried out). The findings show how workplace actors experience uncertainties about how and when contact should take place, and the need to balance possible infringement that early contact might cause for the re-entering worker between pressure to return to work and their private health management.

    The findings in this thesis show how the workplace is a socially complex dynamic setting, which challenges some static models of return-to-work. The biopsychosocial and ecological/case management models and policies for return-to-work have been criticised for neglecting social relations in a return-to-work process at the workplace. This thesis provides increased knowledge and explanations regarding important factors in workplace social relations that facilitate an understanding of what might “make or break” the return-to-work process.

  • 9.
    Tjulin, Åsa
    et al.
    Mälardalens Högskola.
    Dunstan, D
    Mortlemans, K
    MacEachen, E
    Återgång i arbete: ett internationellt samproduktionsprojekt2016In: Samproduktionens retorik och praktik: inom området hälsa och välfärd / [ed] Inger K. Holmström, Jonas Stier, Per Tillgren och Gunnel Östlund, Lund: Studentlitteratur, 2016, p. 131-141Chapter in book (Other academic)
  • 10.
    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.

  • 11.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    Edvardsson Stiwne, Elinor
    Linköpings universitet.
    Ekberg, Kerstin
    Linköpings universitet.
    Rehabilitering i Kommunen. En utvärdering av ReKom-projektet i Norrköpings kommun2007Report (Other academic)
  • 12.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    Ekberg, Kerstin
    Linköpings universitet.
    Edvardsson Stiwne, Elinor
    Linköpings universitet.
    Process Evaluation of a Swedish Workplace-based Return-to-Work Program.2008Conference paper (Refereed)
  • 13.
    Tjulin, Åsa
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Hagqvist, Emma
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Vinberg, Stig
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Eriksson, Andrea
    Kungliga Tekniska Högskolan.
    Landstad, Bodil
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Prerequisites and hindrance in a health-promoting leadership educational intervention: - learning experinces from first line public sector managers2018In: Implementing health promotion in the life course: - user involvement in practice and research / [ed] Siw Tone Innstrand, Geir Arild Espnes, Bjarne Bruun Jensen, Rapportserie Senter for helsefremmende forskning , 2018Conference paper (Refereed)
  • 14.
    Tjulin, Åsa
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Landstad, Bodil
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences. Levanger Hospital, Nord-Trøndelag Hospital Trust, Levanger, Norway.
    Vinberg, Stig
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Eriksson, Andrea
    KTH.
    Hagqvist, Emma
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Managers’ learning process during a health-promoting leadership intervention2019In: Health Education, ISSN 0965-4283, E-ISSN 1758-714X, Vol. 119, no 5/6, p. 350-365Article in journal (Refereed)
    Abstract [en]

    Abstract

    Purpose

    The increasingly demanding psychosocial working conditions in Swedish public sector workplaces call for implementation of workplace health promotion (WHP) interventions. There is a need to increase first-line public sector managers’ capacities for health-promoting leadership. The purpose of this paper is to investigate first-line managers’ experiences of participating in an intervention aimed at strengthening health-promoting leadership. More precisely, the aim is to study what obstacles and prerequisites the intervention have for their learning processes to become health-promoting managers.

    Design/methodology/approach

    A qualitative study in Northern Sweden at workplaces in the county council and municipalities was conducted. The data were gathered through individual interviews with 18 participating first-line managers. Inductive-content analysis was used to analyse the data.

    Findings

    The results identify time for reflection and collegial discussions about leadership as prerequisites for learning about health-promoting leadership. Managers experienced the intervention as a confirmation of the leadership behaviours already gained. However, the health-promoting leadership intervention was seen as a contradiction, since organisational prerequisites to implement WHP measures were perceived to be lacking. The managers were not involved in the planning of the intervention and questioned why the organisation did not involve them more when the educational activities were created.

    Originality/value

    When the organisation understands how and when its managers learn, what they need and want to learn about WHP, and what they already know, tailored participatory interventions can be facilitated that consider the unique prerequisites for the particular organisation.

  • 15.
    Tjulin, Åsa
    et al.
    Mälardalens högskola.
    MacEachen, Ellen
    University of Waterloo, Canada.
    The importance of workplace social relations in the return to workprocess: A missing piece in the return-to-work puzzle?2016In: Handbook of return to work: From research to practice / [ed] Schultz I. & Gatchel R., New York: Springer Science+Business Media B.V., 2016, p. 81-97Chapter in book (Other academic)
    Abstract [en]

    The chapter elaborates how workplace social relations influence practice in the return to work process. The social conditions in which the return to work process is embedded, and the way social interaction and relations between the sick-listed worker and other workplace actors (supervisor and coworkers) evolve, have only been researched to a limited extent. In this book chapter, we will discuss critical new dimensions of social relations research in the field of return to work that can “make” or “break” a workplace return to work process. These critical new dimensions highlight the importance of viewing return to work as a dynamic process over time, where supervisors and coworkers display shifting roles depending on phases of the process. The chapter conveys new dimensions of social relations, acknowledging the positive contribution of coworker efforts in the process, which may have an important impact on workplace-based return to work interventions.

  • 16.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    MacEachen, Ellen
    University of Toronto, Canada.
    Edvardsson Stiwne, Elinor
    Linköpings universitet.
    Ekberg, Kerstin
    Linköpings universitet.
    The social interaction of return-to-work explored from co-workers experinces2011In: Disability and Rehabilitation, ISSN 0963-8288, E-ISSN 1464-5165, Vol. 33, no 21-22, p. 1979-1989Article in journal (Refereed)
    Abstract [en]

    Purpose.The objective was to explore the role and contribution of co-workers in the return-to-work process. The social interaction of co-workers in the return-to-work process are analysed within the framework of the Swedish national and local employer organisational return-to-work policies. Methods. An exploratory qualitative method was used, consisting of open-ended interviews with 33 workplace actors across seven work units. Organisational return-to-work policies were collected from the three public sector employers. Results.The key findings that emerged during analysis showed that some co-workers have a more work-task oriented approach towards the return-to-work process, whilst others had a more social relational approach. In both situations, the social relations worked hand in hand with job tasks (how task were allocated, and how returning workers were supported by others) and could make or break the return-to-work process. Conclusion.A suggestion for improvement of return-to-work models and policies is the need to take into account the social relations amongst workplace actors, especially involving co-workers when planning for return-to-work interventions. Otherwise the proper attention to work arrangements, social communication and the role of co-workers in the return-to-work process might not be seen.

  • 17.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    MacEachen, Ellen
    The Institute for Work and Health, Toronto, Canada.
    Ekberg, Kerstin
    Linköpings universitet.
    Exploring the meaning of early contact in return-to-work from workplace actors’ perspective2011In: Disability and Rehabilitation, ISSN 0963-8288, E-ISSN 1464-5165, Vol. 33, no 2, p. 137-145Article in journal (Refereed)
    Abstract [en]

    Purpose. The objective of this article was to explore the meaning of early contact in return-to-work, and how social relational actions and conditions can facilitate or impede early contact among actors in the workplace. Method. An exploratory qualitative method was used, consisting of individual open-ended interviews with 33 workplace actors at seven worksites across three public employers in Sweden. The workplace actors represented in these interviews included re-entering workers, supervisors, co-workers and human resources managers. Organisational policies on return-to-work were collected from the three employers. Results. The analysis indicated that early contact is a complex return-to-work measure with shifting incentives among workplace actors for making contact. For instance, the findings indicated obligation and responsibilities as incentives, incentives through social relations, and the need to acknowledge and balance the individual needs in relation to early contact. Conclusion. The findings strengthen the importance of early contact as a concept with a social relational context that comprises more than just an activity carried out (or not) by the employer, and suggest that early contact with a sick-listed worker is not always the best approach for a return-to-work situation. This study provides a starting point for a more articulated conceptualisation of early contact.

  • 18.
    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.

  • 19.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    MacEachen, Ellen
    University of Toronto, Canada..
    Ekberg, Kerstin
    Linköpings universitet.
    The social challenges of a time scheduled early contact at the workplace in return-to-work. Oral presentation.2010Conference paper (Other academic)
  • 20.
    Tjulin, Åsa
    et al.
    Linköpings universitet.
    MacEachen, Ellen
    University of Toronto, Canada.
    Ekberg, Kerstin
    Linköpings universitet.
    The social organization of return-to-work at the workplace. Oral presentation.2010Conference paper (Other academic)
  • 21.
    Tjulin, Åsa
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    MacEachen, Ellen
    University of Waterloo, Ontario, Canada.
    Larsson, Robert
    Mälardalens Högskola.
    Bigelow, Philip
    University of Waterloo, Ontario, Canada.
    Vinberg, Stig
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Selander, John
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    White, Darcy
    University of Waterloo, Ontario, Canada.
    An International Online Work Disability Policy Course: How a University Partnership Became a Facilitator2019Conference paper (Refereed)
  • 22.
    Tjulin, Åsa
    et al.
    Division of Public Health Sciences, School of Health, Care and Social Welfare, Malardalens University, Sweden .
    Mussner, Ulrika
    Division of Community Medicine, Department of Medical and Health Sciences, Linkoping University, Sweden .
    Selander, John
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Ekberg, Kerstin
    National Centre for Work and Rehabilitation, Department of Medical and Health Sciences, Linkoping University, Sweden .
    Learning Experiences in Return to Work Among Workplace Actors2015In: International Journal of Disability Mangement Research, ISSN 1833-8550, E-ISSN 1834-4887, Vol. 10, article id e1Article in journal (Refereed)
    Abstract [en]

    Purpose: The objective of this article was to investigate how individual learning emerges among workplace actors during the return-to-work process, and whether the prerequisites for collective learning at the workplace are present and managed by the actors. Learning in this context is viewed as a change in the preconceptions, experience or competence of the individual as a result of interactions in the workplace due to the return-to-work process. Method: A qualitative method was used, consisting of open-ended interviews with 19 individuals across 11 workplaces in the public and private sector. Inductive content analysis was performed. Results: The key findings from this study are that individual learning emerges in the return-to-work process due to previous experience, communication with other workplace actors, or insights into what works for the individual. However, the individual learning that occurs in the return-to-work process is not carried over into workplace learning due to barriers in understanding the needs and opportunities that may be present in the process. Conclusion: Our findings suggest that individual learning occurs within social practices through social interaction between the actors involved (workers on sickness absence supervisors and colleagues) and individual experiences. A greater knowledge of the factors that contribute to workplace learning could facilitate biopsychosocial and ecological return-to-work interventions, which allow workplace actors to draw on previous experiences from one return-to-work process to another.

  • 23.
    Tjulin, Åsa
    et al.
    Mälardalens Högskola.
    Norén, Liselotte
    Folkhälsoutbildning i entreprenörskap –kan en pantomat bli en del avsamhällsutvecklingen?2016In: Socialmedicinsk Tidskrift, ISSN 0037-833X, no 5, p. 604-611Article in journal (Refereed)
    Abstract [en]

    ”You can do things and make a difference”. This article will give you an insightin how a social innovation can serve as a case study in an undergraduatecourse in entrepreneurship within health and welfare at Mälardalensuniversity. Students can become active participants in their learning bypedagogical approaches that invites them to feel that they do can make achange. In this article you will learn how to combine the work of a real lifecase study and an active social entrepreneur with pedagogical methods thatseek to awake and activate students in their learning process. During twosessions the students are on a journey that illustrate the initial idea of how toimprove the social determinates from health in the local community to implementchanges that make a difference for health. The students are also askedto give feedback on improvements of the social innovation at hand.

  • 24.
    Vinberg, Stig
    et al.
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Tjulin, Åsa
    Mid Sweden University, Faculty of Human Sciences, Department of Health Sciences.
    Arbetsplatsen som arena för hälsofrämjande och förebyggande arbete2018Conference paper (Other (popular science, discussion, etc.))
  • 25. White, Marc
    et al.
    Schultz, Izabela
    Willaims-Whitt, Kelly
    Loughlin, Catherine
    Dionne, Clermont
    Wagner, Shannon
    Tjulin, Åsa
    Mälardalens Högskola.
    Gilbert, Merv
    Aversa, Terri
    Brown, Linda
    Durning, David
    Horvath, Steve
    Identification, Control and Prevention of Work-related Psychosocial Hazards and Social Conditions Contributing to Mental Health Disorders and Prolonged Work Absence2016In: CARWH 2016: Advancing Research to Improve Work and Health October 16-18, 2016, 2016Conference paper (Refereed)
    Abstract [en]

    Background & Objectives

    This study is part of a series of projects arising from an academic stakeholder partnership (ASP) to facilitate the identification and translation of credible research to support and sustain safe, psychologically healthy, inclusive and productive workplaces. Prior work identified modifiable risk factors contributing to work absence, followed by a synthesis of workplace interventions that targeted these factors based on systematic reviews published between 2000 – 2012. This knowledge synthesis and translation project updates these findings with a specific focus on workplace interventions targeting psychological health and organizational culture. All projects in this series is associated with the content population of the Health and Work Productivity Web-Portal.

    Methods

    Participatory action research approach (problem identification, problem clarification, problem resolution), the utilization of a modified PRECEDE-PROCEED Model (predisposing, enabling, reinforcing factors); snowball methodology to expand team participants; collaborative survey development, discussions, and minutes as working documents to identify high priority issues relevant to stakeholders, to create PICO and search strategy. Following literature search pairs of researchers independently reviewed titles. Work continues on review of abstracts and full papers against a set of inclusion/exclusion criteria.

    Results

    Particpatory methods led to creation of a revised PICO statement, refinement of keywords and changes in search parameters to better meet the needs of organizational partners. Given changes in prior search terms a new search was conducted from 2000 to present across Medline, Embase, CDSR, DARE, CINAHL, PsycINFO, TRIP, NARIC, REHAB+ resulting in identification of 5644 citations. Following duplicate removal and administrative review of titles 1046 citations remained for scientific review. Administrative removal based on removal of pharmaceutical, clinical, non-work-related titles only. In the first round of scientific review there was poor congruence of title selection which has led to the creation of checklist and guide currently being tested.

    Conclusions

    Participatory approaches to knowledge synthesis and its translation creates opportunities for learning for all participants. Stakeholder participation has led to a better understanding of high priority needs across different stakeholders which has led to refinement PICO, and search strategy. Discussions with stakeholders has increased awareness of the need for root cause analysis.  Preliminary results of the knowledge synthesis will be reported.

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