Job demands and decision control predicted return to work: the rapid-RTW cohort study

Lise Aasen Haveraaen,Randi Wågø Aas,Lisebet Skeie Skarpaas

doi:10.1186/s12889-016-3942-8

Lise Aasen Haveraaen, Randi Wågø Aas + Show 1 more

Open Access

https://doi.org/10.1186/s12889-016-3942-8

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Abstract

BackgroundIn order to help workers with long-term sickness absence return to work (RTW), it is important to understand factors that either impede or facilitate employee’s reintegration into the labour force. The aim of this study was therefore to examine the impact of psychological work characteristics on time-to first RTW in sick listed employees in Norway.MethodsThe study was designed as a cohort study of 543 employees participating in 50 different RTW programmes. The Job Content Questionnaire (JCQ) was used to gather information on the psychological work conditions. The participants were followed for up to 18 months after they started treatment in the RTW programme. Survival analyses were used to investigate the association between psychological work conditions and time-to first RTW.ResultsHaving high psychological job demands (HR = .654; 95% CI: .513–.832) and low decision control (HR = 1.297; 95% CI: 1.010–1.666) were both independent predictors of delayed RTW. Employees in low-strain jobs (low demands/high control) (HR = 1.811; 95% CI: 1.287–2.549) and passive jobs (low demands/low control) (HR = 1.599; 95% CI: 1.107–2.309), returned to work earlier compared to employees in high-strain jobs (high demands/low control). No difference was found for active jobs (high demands/high control).ConclusionThis study revealed that high psychological demands, low control, and being in a high strain job reduced the probability of early RTW in sick listed employees. RTW programmes should therefore increase the focus on these issues.

Highlights

In order to help workers with long-term sickness absence return to work (RTW), it is important to understand factors that either impede or facilitate employee’s reintegration into the labour force
Employees in highstrain jobs had significantly lower RTW rates compared to employees in active, passive and low-strain jobs (p = .005), with a median time-to first RTW of 207, 79, 65 and 50 days for high-strain, active, passive and low-strain jobs, respectively
Having high psychological job demands (HR = .654; 95% Confidence interval (CI): .513–.832), or being in a job with low decision control (HR = 1.297; 95% confidence intervals (95% CIs): 1.010–1.666) were both independent predictors of delayed RTW

Summary

Introduction

In order to help workers with long-term sickness absence return to work (RTW), it is important to understand factors that either impede or facilitate employee’s reintegration into the labour force. The annual costs related to sickness absence in Norway have been estimated to approximately 36.4 billion NOK The behaviour of the sick listed employee and how he or she copes with the disability, is affected by physical, cognitive and emotional factors, as well as social relations at the personal level [9, 11]. In order to help employees on longterm sick leave return to work, it is crucial to understand the wide spectre of factors that either impede or facilitate employee’s reintegration to the labour force [12]

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