Current Work Ability Research Articles

Clinical evaluation, useability, and utility of the Work Ability Screening Profile II (WASP II)

Introduction:
 The Work Ability Screening Profile (WASP) was conceptualised and developed by occupational therapists at the University of Durban Westville to provide a basic vocational screening assessment. Its purpose was to screen competence in generic work skills which reflected performance in activities essential to workplace participation relevant to the South African context. The assessment was revised in 2005 and renamed the WASP II. It was decided this screening assessment tool would be continuously reviewed using action research with clinicians involved in the ongoing evaluation so ensure validity and reliability for the population with which it is used. This study considered the clinical evaluation, useability and utility of the WASP II in order to inform further revision.
 Method: A cross sectional survey was used to gather data from 70 occupational therapy clinicians familiar with or using the WASP II in clinical practice.
 Results: A sample of 70 respondents indicated the WASP II was suitable to assess current work ability and production speed with a variety of clients with physical and mental health dysfunction. Ten of the 12 subtests were used by at least 40% of the time by the 28 respondents who used the WASP II frequently. These respondents reported good to adequate useability in terms of cost, sensitivity to clients’ educational level and ease of understanding instructions, incorporation into clinical practice contexts while supporting clinical reasoning and judgement. The accommodation of clients’ language and provision of standard scores were indicated as inadequate. Utility was considered adequate for all aspects including discrimination of moderate to severe dysfunction, informing the choice of other assessmentsas well as supporting vocational rehabilitation intervention. The WASP II outcomes were also understood by other service providers, employers, referring parties as well asclients.
 Conclusion: While the WASP II was considered appropriate for use in the South African context and has adequate useability and utility, some subtests need to be updated and revised in terms of the standard times and content validity for current practice in the work environment.
 Implications for practice:
 The WASP II has useability
 
 aligned with generic work skills of acquiring information or following d irections numeracy, conveying information and written communication 
 for with those with work experience and with scholars and students yet to enter the workplace The WASP II has utility in relation to • cost and clients’ educational levels 
 detailed instructions on the task layout but some standardisation needs to be interpreted with care 
 sensitivity to all aspects of assessment of generic work skills, except discrimination of mild dysfunction

Abstract 805: Employment characteristics and work ability differences by race and income before undergoing curative treatment for prostate cancer (PCW WF-1802)

Abstract Background: African American (AA) men are, on average, diagnosed with prostate cancer at younger ages and more advanced stages than white men and therefore may be at greater risk of having cancer treatment negatively impact their work ability and job opportunities. This longitudinal, observational study aims to better identify whether race, household income (< or ≥ 300% the U.S. poverty line), or work-related factors may place some men with prostate cancer at greater risk for experiencing negative employment impacts from cancer treatment and its side effects. Here we report on individual and employment-related factors by race and income prior to treatment initiation. Methods: AA and white men who were expected to undergo primary curative treatment (prostatectomy or radiation therapy) in the near future for prostate cancer were recruited through the Wake Forest NCORP Research Base (UG1CA189824, NCT03963739) between 2019 and 2023. Participants were AA or white, recently employed, expecting to be working in 6 months, and willing to disclose income status. Participants answered questions prior to treatment initiation related to employment and working conditions, work ability, and demographic characteristics. Differences in outcomes by race and income were analyzed with Fisher's exact test or t-test. Results: The baseline questionnaire was completed by 244 men; 48% AA/52% white and 64% higher/36% lower Income. Most planned treatments included radiation therapy (60%) and/or prostatectomy (41%), with no statistical differences by income or race. Higher income men were significantly more likely than lower income men to be married, have attained higher education, have a management or professional job, work full-time, be a permanent employee, salaried, eligible to retain their job under FMLA, work in an office/home, have a psychologically demanding job, and less likely to hold a physically demanding job. AA men were significantly less likely than white men to be married, have attained higher education, have a management or professional job, or work in an office/home. AA men were more continuously hopeful about the future (69%) compared to white men (52%; p=0.0079). There were no significant differences across categories in age, perceived current work ability in relation to physical (69% very good) or mental (71% very good) demands, or number of jobs held. Prior to treatment, participants reported almost optimal current work ability (mean 9.0, SD 1.2) with a range of 0 to 10 with 10 as best possible work ability. Conclusion: In this study, income category is a greater predictor than race of job characteristics that may impact employment following definitive prostate cancer treatment. Citation Format: Joanne C. Sandberg, Emily V. Dressler, Louis S. Krane, Karen M. Winkfield, Lingyi Lu, Andrew M. Mayfield, Drew C. Monitto, J. Daniel Pennington, Deimante M. Tamkus, Glenn J. Lesser. Employment characteristics and work ability differences by race and income before undergoing curative treatment for prostate cancer (PCW WF-1802) [abstract]. In: Proceedings of the American Association for Cancer Research Annual Meeting 2024; Part 1 (Regular Abstracts); 2024 Apr 5-10; San Diego, CA. Philadelphia (PA): AACR; Cancer Res 2024;84(6_Suppl):Abstract nr 805.

Work participation and the COVID-19 pandemic: an observational study in people with inflammatory rheumatic diseases and population controls.

During the coronavirus disease 2019 (COVID-19) crisis, people with inflammatory rheumatic diseases (iRDs) might have been more vulnerable for adverse work outcomes (AWOs) and restrictions in work ability and work performance. Our objectives were to compare AWOs during the pandemic and current work ability between iRD patients and controls, understand which patients are most vulnerable for these outcomes and (3) explore the role of work characteristics on work performance while working remotely. Patients and population controls in a Dutch COVID-19 cohort study provided information in March 2022 on work participation in March 2020 (pre-pandemic, retrospective) and March 2022 (current). AWOs comprised withdrawal from paid work, working hours reduction or long-term sick leave. Multivariable logistic/linear regression analyses compared outcomes (AWOs/work ability) between groups (patients/controls) and within patients. Of the pre-pandemic working participants, 227/977 (23%) patients and 79/430 (18%) controls experienced AWOs following pandemic onset. A minority of AWOs (15%) were attributed to COVID-19. Patients were more likely to experience any-cause AWOs (odds ratio range 1.63-3.34) but not COVID-related AWOs, with female patients and patients with comorbidities or physically demanding jobs being most vulnerable. Current work ability was lower in female patients compared with controls [β = -0.66 (95% CI -0.92 to -0.40)]. In both groups, when working remotely, care for children and absence of colleagues had varying effects on work performance (positive 19% and 24%, negative 34% and 57%, respectively), while employer support and reduced commuting had mainly positive effects (83% and 86%, respectively). During the pandemic, people with iRDs remained at increased risk of AWOs. COVID-related AWOs, however, were infrequent.

Work ability trends 2000-2020 and birth-cohort projections until 2040 in Finland.

Aims: To examine age-group and birth-cohort trends in perceived work ability in Finland in 2000-2020 and make projections of perceived work ability up to 2040 based on the observed birth-cohort development. Methods: Ten population-representative cross-sectional surveys conducted in Finland between 2000 and 2020 were used (overall N = 61,087, range 817-18,956). Self-reported estimates of current work ability in relation to the person's lifetime best on a scale from zero to ten (0-10) were classified into three groups: limited (0-5), intermediate (6-7), and good (8-10). Multiple imputation was used in projecting work ability. Results: Examining past trends by 5-year birth-cohorts born between 1961 and 1995 showed that work ability has declined steadily over time among older birth-cohorts, while in the two younger cohorts a stable development before 2017 and a steep decline between 2017 and 2020 was seen. Trends by 5-year age groups showed a declining trend of good work ability among 20-44-year-olds, a stable trend among 45-54-year-olds, and an improving trend among 55-year-olds and older was observed for the period 2000-2020. Among the under 55-year-olds the prevalence of good work ability ended up around 75% and at 68% among the 55-59-year-olds, 58% among the 60-69-year-olds and 49% among the 70-74-year-olds in 2020. Birth-cohort projections suggested a declining work ability in the future among all age groups included (30-74 years). By 2040, the prevalence of good work ability is projected to decline by 10 to 15 percentage points among 45-74-year-olds. Conclusions: The projections suggest declining work ability in the future. Efforts to counteract the decline in work ability are needed.

Childhood Bullying as a Predictor of Suicidality in Young Adults in a Nationwide Population-Based Health Examination Study

Objective Having been bullied at school in childhood links to suicidality. We aimed at verifying earlier findings and delivering diverse data from a representative population-based sample of young adults to characterize the impacts beyond childhood. Method A random sample of adults, aged 18–28 years and representative of the general population living in Finland, participated in a nationwide health examination study. Adverse childhood experiences before the age of 16 years were analyzed for 779 participants in relation to lifetime suicidality (suicidal ideation, suicide attempts), current suicidal thoughts (HSCL-25), mental disorders (self-reports for lifetime, M-CIDI for DSM-IV during the past 12 months), current usage of mental health services, current usage of prescription medicines (ATC codes), current psychological distress (GHQ-12), and current work capacity and work ability. Results Having been bullied in childhood contributed to greater suicidality (p < 0.001), more frequent current usage of antipsychotics (p < 0.001) as well as antidepressants (p < 0.001), greater current psychological distress (p < 0.001), and poorer current work capacity (p < 0.001) as well as work ability (p < 0.001). Of the self-reported mental disorders on lifetime basis, psychosis had the strongest association (p = 0.03) with having been bullied, whereas the interview-based diagnosis of mental disorders during the past 12 months had no significant association. Conclusions Having been bullied at school before the age of 16 years was independently associated not only with suicidality, but also with the self-report of psychosis as well as a range of indicators of poorer mental health at the age of 18–28 years.

Using online wellness assessment to screen for risk of lowered work ability, burnout, depression and anxiety in occupational health: A cross-sectional study.

An increasing prevalence of disability and sickness absences related to mental health highlights the need to find scalable measures to identify common occupational health challenges early on. This study (1) investigates how well current work ability measures capture psychosocial occupational health challenges, (2) examines how online wellness questionnaire data are linked to these challenges and (3) suggests a limited set of questions for screening employees. A total 709 employees filled out a wellness survey, the Work Ability Index, the Bergen Burnout Indicator and screening questions for generalized anxiety disorder and depression. The survey question clusters and previously identified domains of wellness were used to examine the correlations between the domains and occupational health indicators. Linear models and stepwise Akaike information criterion model reduction were used to identify questions that most explained variation in each challenge. The strongest questions were combined into a set, and recursive partitioning was used to form a screening tool for occupational health. Despite over 80% of participants having good perceived work ability, we found a simultaneous anxiety risk in 22%, depression risk in 30%, some burnout symptoms in 7% and presenteeism in 36% of the participants. Correlations between several wellness domains and occupational health indicators were found. We identified eight questions that could be used to screen for a combined risk of lowered work ability, burnout, anxiety or depression. Our results demonstrate current measures not being sufficient to capture employees' mental health and suggest a brief set of questions to identify employees at risk.

Work ability trends 2000-2020 and projections until 2040 in Finland

Abstract Background Population in Europe and throughout the world is ageing rapidly. Projections of the work ability of the working-age population are of importance for policy makers to prepare for future challenges. The aim of this study is to examine age-group and birth-cohort trends in perceived work ability in Finland in 2000-2020 and make projections of work ability up to 2040 based on the observed birth-cohort development. Methods We used a series of population representative cross-sectional surveys conducted in Finland 2000-2020, i.e. the Health 2000 Survey, the Regional Health and Wellbeing Study 2010, 2012, 2013, 2014, 2015, 2017, FinHealth 2017 and FinSote 2018 and 2020. Self-reported estimates of current work ability in relation to the person's lifetime best on a scale from zero to ten were used, scores 8-10 indicating good work ability. For projecting work ability multiple imputation was used (R package mice). Results Trends (2000-2020) by 5-year birth-cohorts born between 1961 and 1995 showed that work ability has declined over time among older birth-cohorts while in the two younger cohorts a stable development before 2017 and a steep decline between 2017 and 2020 was observed. Trends by 5-year age-groups showed a declining trend of good work ability among 20-44-year-olds, a stable trend among 45-54-year-olds and an improving trend among over 55-year-olds. Among the under 55-year-olds the prevalence of good work ability ended up around 75% and at 68% among the 55-59-year-olds, 58% among the 60-69-year-olds and 49% among the 70-74-year-olds in 2020. Birth-cohort projections suggest a declining work ability among 30-74-year-olds in the future. By 2040, the prevalence of good work ability is projected to decline 10-15%−points among 45-74-year-olds. Conclusions The decreasing work ability seen in younger age groups and the declining projections until 2040 are highly concerning. Efforts to counteract the projected decline in work ability are needed. Key messages • The observed decline in perceived work ability in younger age groups and the projected decline in the prevalence of good work ability among the middle aged and older are concerning. • Efforts to counteract the projected decline in work ability are urgently needed.

Results of an Inpatient Preventive Health Care Program to Improve Quality of Life, Psychosocial Health, and Work Ability in Austria.

Objective: The Austrian Federal Pension Insurance (PVA) developed a preventive inpatient health program, "Gesundheitsvorsorge-Aktiv (GVA)," for patients with musculoskeletal disorders. Individualized modular interventions and therapeutical measures (movement optimization, movement motivation, and mental health) are designed to improve occupational participation by influencing lifestyle factors and health-related quality of life. The study aimed to evaluate the new prevention-oriented and more personalized inpatient health program GVA. Methods: Patients underwent a standard inpatient health program, with emphasis on exercise management, exercise motivation, or psychological aspects. Submodule-dependent outcomes were assessed in patients (n = 330) at the start, end of treatment, and 6months thereafter. Quality of Life (EQ-5D-5L), psychosocial aspects of the Patient Health Questionnaire (PHQ-D), and Work Ability Index (WAI) were queried. Results: The results consistently showed positive short and long-term effects. The subjective assessments of current work ability improved while the impairment of work performance was reduced. Positive changes in the psychosocial sphere were observed, alongside improvements in the health-related quality of life. Patients in the exercise optimization module performed better in all respects. Conclusion: In summary, GVA represents a valuable preventive health measure that leads to a holistic increase in well-being and can also ensure the maintenance of the ability to work.

Post COVID-19 condition, work ability and occupational changes in a population-based cohort.

Evidence on the impact of post COVID-19 condition (PCC) on work ability is limited but critical due to its high prevalence among working-age individuals. This study aimed to evaluate the association between PCC, work ability, and occupational changes in a population-based cohort. We used data from working-age adults included in a prospective, longitudinal cohort of a random sample of all individuals infected with SARS-CoV-2 between August 2020 and January 2021 in the Canton of Zurich, Switzerland. We evaluated current work ability, work ability related to physical and mental demands, and estimated future work ability in 2 years (assessed using Work Ability Index), and PCC-related occupational changes one year after infection. Of 672 individuals included in this study, 120 (17.9%) were categorised as having PCC (defined as presence of self-reported COVID-19 related symptoms) at 12 months. There was very strong evidence that current work ability scores were mean 0.62 (95% CI 0.30-0.95) points lower among those with PCC compared to those without in adjusted regression analyses. Similarly, there was very strong evidence for lower odds of reporting higher work ability with respect to physical (adjusted odds ratio (aOR) 0.30, 95% CI 0.20-0.46) and mental (aOR 0.40, 0.27-0.62) demands in individuals with PCC. Higher age and history of psychiatric diagnosis were associated with more substantial reductions in current work ability. 5.8% of those with PCC reported direct effects of PCC on their occupational situation, with 1.6% of those with PCC completely dropping out of the workforce. These findings highlight the need for providing support and interdisciplinary interventions to individuals affected by PCC to help them maintain or regain their work ability and productivity. Federal Office of Public Health, Department of Health of the Canton of Zurich, University of Zurich Foundation, Switzerland; Horizon Europe.

Fidelity of a stratified vocational advice intervention for improving return to work for workers on sick leave due to musculoskeletal disorders

PURPOSE: To develop a fidelity score for the Stratified Vocational Advice Intervention (SVAI), and to evaluate associations between level of fidelity to the SVAI and number of sick leave days and work ability at six months follow-up in workers on sick leave due to musculoskeletal disorders (MSDs). METHODS: The SVAI was provided by physiotherapists (PTs) who documented delivery in individual participant logs. A fidelity score was developed based on the number of follow-up sessions held, core questions documented, and a written action plan. Data were extracted from the logs and fidelity to the SVAI was categorised as “fully delivered", “partially delivered, or “not delivered” based on predetermined criteria. The number of sick leave days was calculated from registry data, and work ability was assessed using a question from the Work Ability Index on current work ability compared with the lifetime best (0–10). RESULTS: 148 SVAI logs were available for fidelity evaluation (87%). The SVAI was fully delivered to 87 (56%) participants and partially delivered to 61 (39%) participants. There was no statistically significant association between level of fidelity and sick leave days (B = 5.8, 95% confidence interval (CI) –6.2, 17.7, p = 0.34) or work ability (B = –0.2, 95% CI –1.4, 1.1, p = 0.77). CONCLUSION: A three-category fidelity score was developed and the SVAI was generally delivered according to protocol. There were no statistically significant associations between level of fidelity and number of sick leave days or work ability in participants at six months follow-up.

Active commuting and work ability: A cross-sectional study of chicken meat industry workers in Thailand

There is ample evidence regarding positive health effects of cycling or walking to work (active commuting [AC]). However, little is known about the effects of AC on work ability. Therefore, we examined 422 Thai chicken meat industry workers who assessed their current work ability (CWA) compared to their lifetime best by assigning scores ranging from 0 to 10. The CWA was compared between active and non-active commuters using linear regression, cumulative distributions, and quantile regression. Overall, 46 workers (11%) were active commuters. The average CWA score was 8.2 (standard deviation, 1.3; range, 4–10). It was higher by 0.5 units (95% confidence interval: 0.2–0.8) in active commuters. Cumulative distributions showed higher CWA scores among active commuters throughout the CWA scale, with the greatest difference (one CWA unit) at scores of 8–9. This benefit of AC persisted after adjustments and was observed at the 33rd, 50th, and 67th percentiles of CWA but not at percentiles higher or lower than the aforementioned ones. The model-predicted CWA scores for selected combinations of personal and work-related factors were up to two units higher among active commuters. In conclusion, active commuters have better work ability than non-active commuters. However, the potential effects may be limited to workers with good work ability.Relevance to the industry: Since commuting is a necessary daily activity for most of the working population, AC may offer great potential to produce positive effects on work ability and health. AC should be encouraged and included in health promotion programs at national and organizational levels.

Occupational and leisure time physical activity of territorial army soldiers during the COVID-19 pandemic in the context of their perceived work ability.

Physical activity (PA) is important for the prevention and management of numerous diseases and may have a positive effect on ability to work. The study aimed to assess the level of occupational and leisure time PA of soldiers during the COVID-19 pandemic and to explore whether there was a relationship between PA and perceived work ability. The study involved 305 men and 68 women who were territorial army soldiers aged 18-55 (M±SD 32.9±9.01). The Seven-Day Physical Activity Recall (SDPAR) and the Work Ability Index (WAI) were used. The level of self-reported PA for the studied soldiers was relatively high; 80% of them met the recommendations of the WHO and were characterized by having a good (60%) or excellent (20%) WAI status. The level of occupational PA of male soldiers was higher than the level of leisure time PA, and they indicated higher levels of occupational PA and leisure time PA during the workweek than the weekend. Current work ability in comparison to the best in life and work ability related to the physical requirements of the work were positively correlated with leisure time PA. Work ability related to physical requirements was also positively correlated with occupational and total PA, and work ability related to mental requirements was positively correlated with total PA. The study supports the relationship between PA and several aspects of work ability. Int J Occup Med Environ Health. 2022;35(3):327-37.

Workplace Cold and Perceived Work Ability: Paradoxically Greater Disadvantage for More vs. Less-Educated Poultry Industry Workers in Thailand.

The association between worksite temperature and perceived work ability (WA) in various educational classes remains unknown. Therefore, we interviewed 286 poultry industry workers in Thailand about their WA and linked their responses to worksite temperature. WA was based on the self-assessment of current work ability compared with their lifetime best ability (scores 0–10). Education was classified as high (university or vocational school) or low (less education). Temperature was classified as cold (−22–10°C) or warm (10–23°C). WA and the occurrence of a low WA were regressed on worksite temperature, education, and their interaction with the adjustment for sex, age, job category, physical work strain, moving between cold and warm sites, thermal insulation of clothing, relative humidity, and air velocity. The average worksite temperature was 10°C for high- and 1°C for low-educated workers. The average WA score was 8.32 (SD, 1.33; range, 4–10) and classified as low (<8) in 23% of the workers. In highly-educated workers, the adjusted mean WA decreased from 9.11 in the warm areas to 8.02 in the cold areas and the prevalence of a low WA increased from 11 to 30%, while no significant change was observed in less-educated workers. The WA score was estimated to decline by 10% more (95% CI, 4–16%) in the cold areas for the more vs. less-educated workers and the prevalence of a poor WA was estimated to increase 3.09 times (95% CI, 1.43–5.45) more. Highly-educated workers in this industry are a risk group that should be given customized advice.

The delivery of the ReWork-Stroke program: A process evaluation.

BACKGROUND:The ReWork-Stroke program was developed to meet the need for a person-centered rehabilitation program addressing return to work after stroke and was provided by occupational therapists (OTs).OBJECTIVE:To gain knowledge on the implementation process of the ReWork-Stroke program, the mechanisms of impact, and the contextual factors that might have affected the process.METHODS:A case study design was used. Data were collected by interviews with two ReWork-Stroke providers and their logbooks of 13 clients. Content analysis was applied.RESULTS:The ReWork-Stroke program varied in duration (12–48 weeks) and was largely implemented according to plan regarding components and how they were provided. It was mostly delivered at the workplace. Mechanisms of impact were building alliances with clients, providing intervention at the workplace, informing about stroke, assigning co-workers as tutors for clients, and collaboration between stakeholders.CONCLUSIONS:The ReWork-Stroke program can be implemented according to plan and is a flexible person-centered program in which stakeholders, coordinated by an OT, plan and take actions, mostly at the workplace, for the client’s return to work. A key factor was recognizing the current work ability after stroke. Further program development includes a more structured evaluation and technical solutions for supporting stakeholders.

Workability of dentists working in state children's dental polyclinics

Introduction. A high level of workability of a doctor is an essential part of successful professional activity. The assessment of workability in combination with the study of working conditions, health status and quality of life of a specialist seems to be one of the actual areas of occupational health. The aim of the study was to analyze the workability of dentists providing medical care to children in state children’s dental polyclinics and children’s departments of state dental polyclinics providing medical care to adults in St. Petersburg. Materials and methods. A survey included 120 dentists using a standardized workability questionnaire. Workability was characterized by the level of current workability and workability index. Statistical data processing was carried out using SPSS 17.0 software. Results. The average values of current workability and workability index in the studied group of dentists are in the average (reduced) level - 6.1 ± 1.7 and 33.0 ± 5.3. The majority of doctors indicated the presence of certain health disorders, although 40% noted that their health will allow them to adequately fulfil their professional duties in the next two years. 62% of specialists were characterized by a good level of work motivation. From the total number of specialists, 68% had up to 9 days of disability per year. The group of dental surgeons did not have specialists with excellent work ability, and the proportion of doctors with good workability was half the size of others. 68% of doctors need to improve workability, and 11% need to restore it. Discussion. It is alarming that half of the specialists had a low (threatening) level of current work ability with average levels of current work ability and work ability index. Only 8.3% of doctors consider themselves absolutely healthy and capable of doing work without restrictions. Conclusion. The majority of dentists corresponds to average workability level. Workability indicators and the number of days of disability of dental surgeons are worse than those of orthodontists and pediatric dentists. The majority of doctors need to improve workability.

Longer Work Shifts, Faster Forward Rotation-More Sleep and More Alert in Aircraft Inspection.

The purpose of this intervention study is to compare sleep, alertness, and work ability among aircraft inspectors working under two different shift schedules. The original schedule was forward rotating: MMM – – EEE – NNN – – – (M = morning, E = evening, N = night, – = day off). The new schedule was fast forward rotating: MEN – – with 10-h shifts. The baseline data were collected before the schedule changed, and the follow-up data 12 months (n = 10, Group A) or 5 months (n = 13, Group B) after the change. Three of subjects were women and average age was 46.6 years (range 31–58). The surveys included questions on sleep quantity, sleep quality, severe sleepiness, alertness, perceived stress, current work ability, and satisfaction with the shift schedule. The results indicated that in the new schedule, the sleeping times were longer and sleep loss was less. Moreover, shift specific severe sleepiness decreased, and alertness during shifts improved. Compared to baseline, perceived stress was lower and work ability was better. Satisfaction with the shift system had also improved. To conclude, the quickly forward rotating shift system might be beneficial in terms of increased sleep length and improved alertness and overall well-being especially among older aircraft inspectors.

Work-life balance predicted work ability two years later: a cohort study of employees in the Swedish energy and water sector

BackgroundWork-life balance (WLB) is the extent to which individual’s multiple life roles and demands carry over between each role. WLB can be divided into work interference with personal life (WIPL) and personal life interference with work (PLIW). This study aimed to investigate longitudinal associations between WIPL, PLIW and work ability outcomes.MethodsIn this cohort study, 224 employees in the energy and water sector in Sweden were followed-up over 2 years. Three questions derived from the Work Ability Index were used for measuring work ability outcome: current work ability compared with lifetime best; work ability regarding physical; and mental demands. Logistic regression models were used to analyse longitudinal associations between work ability and WIPL and WIPL respectively, controlling for workplace (company), position at work, experience of leadership quality, demographics, and work ability.ResultsWork ability compared to lifetime best were associated with WIPL in the adjusted logistic regression models (odds ratio (OR) 1.77, 95% confidence interval (CI) 1.15–2.73), and PLIW (OR 3.34, 95% CI 1.66–6.74). Work ability regarding physical demands was associated with WIPL (OR 1.60, 95% CI 1.07–2.40). Work ability regarding mental demands was associated with WIPL (OR 1.59, 95% CI 1.03–2.44) and PLIW (OR 2.88, 95% CI 1.31–6.32).ConclusionIn this two-year longitudinal study, lower WIPL predicted good/excellent overall work ability compared with lifetime best, higher work ability regarding physical and mental demands, and lower PLIW predicted good/excellent overall work ability compared with lifetime best and higher work ability regarding and mental demands.

Prognostic ability of STarT Back Screening Tool combined with work-related factors in patients with low back pain in primary care: a prospective study

ObjectivePrimary care screening tools for patients with low back pain may improve outcome by identifying modifiable obstacles for recovery. The STarT Back Screening Tool (SBST) consists of nine biological and...

Addressing future work ability of employees in GP consultations: results of a cross-sectional study

ObjectivesIn this study we examined to what extent members of a best-practice integrated healthcare model in Germany discussed their subjective future work ability with their general practitioner (GP); furthermore, we examined independent variables which explain whether future work ability is discussed.MethodsIn a cross-sectional survey, 1168 (out of 3218 invited) integrated healthcare members responded to a standardized questionnaire. This study includes n = 475 employed respondents who were at most 65 years old. We determined the (relative) frequency of employed members up to 65 years who had already discussed their subjective future work ability with their GP. By means of logistic regression analysis, explanatory variables were identified which statistically explained the discussion of future work ability with their GP.ResultsN = 80 (16.8%) respondents stated they had discussed their future work ability with their GP. A multiple logistic regression analysis showed the following results: The odds ratio for discussing future work ability is increased the more satisfied respondents are with their general practitioner, the worse they assess their current work ability in relation to the physical demands of the job, and when respondents suffer from one or more chronic diseases (Nagelkerke’s pseudo-R2 = 0.13).ConclusionsEven in this healthcare setting, employees up to the age of 65 rarely discussed their subjective future work ability with their GP. This suggests that the issue ‘future work ability’ is even less commonly discussed in other community-based care settings in Germany. It seems that health care providers involved in acute care only sporadically take this issue into consideration - despite the great importance of maintaining work ability.

Post-treatment work patterns amongst survivors of lymphoma treated with high-dose chemotherapy with autologous stem-cell transplantation

BackgroundThis study describes post-treatment work patterns in lymphoma survivors treated with high-dose chemotherapy with autologous stem-cell transplantation (HDT-ASCT). It aims to identify determinants for labour force participation and exclusion after HDT-ASCT.MethodsAll survivors treated with HDT-ASCT for lymphoma in Norway between 1995 and 2008, aged ≥18 years at HDT-ASCT and alive at survey in 2012–2013 were eligible. We divide survivors by current employment status (full-time, part-time and unemployed). Main outcomes are current employment status, work hours and work ability. Withdrawals are patients employed when diagnosed but not before HDT-ASCT.ResultsOf the 274 who completed the survey, 82% (N = 225) were included in the final analyses. Mean age at survey was 52 years, 39% were female, 85% were employed when diagnosed, 77% before HDT-ASCT and 69% at survey. Employment before HDT-ASCT corresponds with a higher probability of employment at survey for a given symptom burden. In the most extensive statistical model, it increases with 37.3 percentage points. Work hours amongst withdrawals plummet after HDT-ASCT while work ability shows a rebound effect. The potential economic gain from their re-enter into the work force equals 70% of the average annual wage in Norway in 2012.ConclusionsFor a given symptom burden, staying employed throughout diagnosis and treatment is associated with a higher probability of future employment. These results favour policies for labour force inclusion past diagnosis and treatment increasing cancer survivors’ probability of future employment. However, we need more research on withdrawal mechanisms, and on policy measures that promote inclusion.