Returning to Work After Sick Leave – The Role of Work Demands and Resources, Self-Efficacy, and Social Support

Eva Boštjančič,Kaja Galič

doi:10.3389/fpsyg.2020.00661

Abstract

Returning to work after sick leave is a process that begins with the initial steps of functional recovery and results in full vocational capacity. Different personal and situational factors could influence an employee’s well-being after returning. The following research was conducted in order to examine how occupational demands and resources, self-efficacy, and social engagement contribute to the return-to-work process. A total of 256 employees took part in the study, who were later divided into two groups: short- (less than 30 days), and long-term (more than 30 days) sick leave. We measured their self-efficacy at the workplace, recent job demands and resources, social engagement, and work satisfaction after returning to work after sick leave. The results showed that personal (gender, age, and self-efficacy), social (social engagement), and occupational (job demands and resources) factors are associated with the duration of sick leave. Participants who were on shorter sick leaves reported being more satisfied with their work after returning than those returning from long-term sick leave. The research presents important insights that could help employers better understand the needs of employees who are returning to work after sick leave.

Highlights

AND OBJECTIVESThe majority of people consider the workplace a crucial source of social capital, support, and life purpose (Rydström et al, 2017)
The results showed that personal, social, and occupational factors are associated with the duration of sick leave
Our study demonstrates that higher perceived levels self-efficacy, social support, and workload and autonomy are negatively associated with the duration of sick leave, consistent with previous studies (Amick et al, 2004; Lysaght and Larmour-Trode, 2008; Boštjancicand Koracin, 2014; Hoefsmit et al, 2014; Volker et al, 2015; Lork and Holmgren, 2018)

Summary

Introduction

AND OBJECTIVESThe majority of people consider the workplace a crucial source of social capital, support, and life purpose (Rydström et al, 2017). Employment is often seen as one of the most important predictors of quality of life (Passier et al, 2011). Employment contributes to adult identities, confers financial benefits and status, and in general improves the quality of life and reduces ill health (National Clinical Guideline Centre (UK), 2013). Young et al (2005) describe it as a complicated and evolving process, which can be viewed and described from many different perspectives.

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Results

Discussion

Conclusion