Work Experience Survey Research Articles

The Work Experience Survey - Rheumatic conditions (United Kingdom): Psychometric properties and identifying the workplace barriers of employed people with inflammatory arthritis receiving vocational rehabilitation.

The aims were to: revise the Work Experience Survey-Rheumatic Conditions (WES-RC- UK), a work assessment listing 142 workplace barriers; investigate content validity, reliability, and concurrent validity; update the accompanying WES-RC and WORKWELL Solutions Manuals; and investigate workplace barriers of people with inflammatory arthritis. Rheumatology therapists, following vocational rehabilitation (VR) training, assessed participants in the WORKWELL VR trial using the WES-RC. Data were extracted from the WES-RC to identify the frequency of workplace barriers, and from trial baseline questionnaires (e.g., Work Limitations Questionnaire-25 (WLQ-25). Barriers reported by≤5 participants were considered for removal. WES-RC content validity was assessed by linking to the International Classification of Functioning, Health, and Disability Core Set for VR (ICF-VR). Reliability was assessed using Cronbach's α and concurrent validity by correlating the total number of workplace barriers reported with WLQ-25 scores. WES-RCs were completed with 116 employed participants: 79% women, age 48.72 (SD 9.49) years, and 57% working full-time. The WES-RC was reduced to 121 barriers. Content validity was good, with 73/90 ICF-VR items linked. Cronbach's α=0.92, that is, suitable for individual use. Concurrent validity was moderate: WLQ-25 (rs =0.40). The three most common barriers were Physical Job Demands (100%: e.g., mobility 99%; hand use 74%), Mental, Time, Energy, Emotional Job Demands (91%, e.g., concentration 47%, remembering 41%); Getting Ready for and Travel to Work (87%, e.g., driving 60%). The WES-RC (UK) has good content validity, reliability, and concurrent validity. The wide range of barriers emphasises the need for biopsychosocial work rehabilitation.

The spiritual and mental health assessment of social workers working for Internally Displaced Persons during Covid-19 in Myanmar

This study applies the spiritual assessment viewpoint toanalyze the responses of participants who are working for InternallyDisplaced Persons (IDPs) in Kachin and Northern Shan State,Myanmar. It was an online survey of workers' work experience in April2022. The analysis applies a quantitative research method to explorethe spirituality of social workers who are working in conflict-affectedareas where works are stressful, and the guarantee of security isuncertain. To analyze participants’ spirituality, in quantitative method,the form of the Spirituality Assessment of Worker Working for IDPs(SASSIDPs) is designed as three dimensions of SASSIDPs: Healthyself-awareness (HSA), healthy relationship (HR), and healthy feeling(HF). The results are conducted with the Social Science StatisticsSoftware (SPSS) 22.0 for the statistical analysis. Most of theparticipants are female (66%) and 34% are male. The results of in threedimensions of the SASSIDPs are different from their socialcharacteristics: in gender, males and females are significantly differentin HF of SASSIDPs (t=-3.21**), female is higher than male; in termsof religion/faith, group of “Christianity” is significantly different fromthe group of “non-Christian” in HF(t=-2.833**), and “non-Christianity”group gets higher agree than “Christianity” group; in term of workingyears, people who have been working below 2 years has significantlydifferent from 3 years above in HSA (t=2.918**); in term of age, thereis no difference among the different age groups.

Workplace barriers among people with rheumatic and chronic back pain: Results from the work experience survey for rheumatic conditions.

The Work Experience Survey for Rheumatic Conditions (WES-RC) is a prominent feature of an evidence-based intervention to prevent premature job loss among people with arthritis. The WES-RC is used to identify client perceived barriers related to work performance. The degree to which people with arthritis and rheumatic conditions report barriers on the WES-RC has not been reported. The purpose of this study was to characterize the barriers reported on the WES-RC. Data from participants who completed the WES-RC in the "Work-It" study trial were included (N = 143). Descriptive statistics were used to characterize the sample and the frequency with which barriers on the WES-RC were reported. Responses to the top three bothersome barriers to study participants were summed. The mean age of the sample was 50.3 years; 73% were female, and 66% white. All WES-RC items were checked as a barrier by at least two participants; less than 10 participants checked 34 items. Barriers in the 'getting ready for work and traveling to and from, or for work' domain, were frequently reported. The most bothersome barriers were 'standing or being on feet too long' and 'prolonged sitting'. The WES-RC is a self-reported checklist that captures a wide breadth of work-related barriers that could be experienced by people with arthritis who are currently employed.

Workplace Barriers Experienced by People With Arthritis And Rheumatic Conditions at Risk Of Pre-Mature Employment Cessation

<h3>Research Objectives</h3> To describe workplace barriers reported on the Work Experience Survey for Rheumatic Conditions (WES-RC), an intervention tool used in the recent Work It clinical trial. <h3>Design</h3> This is a descriptive study using data from the intervention arm of the Work It RCT, which examined an intervention delivered by occupational and physical therapists to people with arthritis. <h3>Setting</h3> General community. <h3>Participants</h3> Employed individuals with self-reported arthritis or rheumatological conditions, working at least part-time, and who lived/worked in Massachusetts. <h3>Interventions</h3> N/A. <h3>Main Outcome Measures</h3> Descriptive statistics of the WES-RC domains were computed including: include getting ready for work, workplace access, physical job demands, mental job demands, time/energy and emotional job demands, relationships with people at work, working conditions, and company policies, and job/career/home life. <h3>Results</h3> The mean age for the study sample (N=143) was 50.3. 73% female, 66% white, 68% single, and 59% had a college degree. Osteoarthritis was the most reported condition (43%). Doing stairs at home and lifting/carrying were the top barriers in getting ready to work reported by 44% and %43 of participants, respectively. Stairs and walking to work were the top barriers for workplace access, reported by 40%, and 28% of participants, respectively. Sitting for prolonged periods of time (physical job demands), reported by 55% of participants, remembering (mental job demands) reported by 30% of participants. Feeling self-conscious about a health condition was reported by 37% of participants. Cold temperature and air conditioning were the top barriers in working conditions/company policy reported by 43% of the participants. Getting household work and/ or shopping done, and consideration of what work options if needed or wanted to change jobs were the top barriers in job/career/home life, reported by 34% and 29% of the participants respectively. <h3>Conclusions</h3> The WES-RC identifies many problematic areas that fall within the expertise of occupational and physical therapy. With an RCT supporting the use of this tool, this could be useful to clinicians during practice to identify areas of need for patients. <h3>Author(s) Disclosures</h3> We have no disclosures to declare.

Identifying the job accommodation needs of American workers with mid-career neurological disabilities: A multiple case study investigation

BACKGROUND: The COVID-19 pandemic has wrought an unprecedented toll on vocational rehabilitation efforts to assist workers with disabilities in maintaining their careers. OBJECTIVE: To demonstrate the use of a psychometrically sound assessment instrument and resource-driven planning procedure to help workers with disabilities resume or retain their employment. METHODS: Four employed people with neurological disabilities who took part in a larger job retention project funded by the United States Department of Labor completed structured interviews to determine their needs for employment accommodations during COVID-19. A trained interviewer administered the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify: (a) barriers to worksite access, (b) difficulties performing essential job functions, (c) concerns regarding continued job mastery, and (d) extent of job satisfaction. RESULTS: Owing primarily to the sequelae of their disabling conditions and less so to social distancing requirements and telecommuting technology, participants reported a wide range of accessibility barriers and difficulties in performing essential functions of their jobs that they believed had the potential to significantly affect their ongoing productivity. Considering the stress and uncertainty that have accompanied the COVID-19 pandemic, it is surprising that the majority of participants reported high levels of job mastery and job satisfaction. CONCLUSION: The interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants.

Using the Work Experience Survey and the Job Accommodation Network to Identify Reasonable Accommodations in the Workplace: Case Studies of African American Women With Multiple Sclerosis

PurposeFour African American women with multiple sclerosis (MS) participated in an evaluation of barriers to their continued employment.MethodsA trained interviewer completed the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify their: (a) barriers to worksite access, (b) difficulties performing essential functions of their positions, (c) concerns regarding continued mastery of their careers, and (d) extent of job satisfaction.ResultsResulting largely from the physiological, sensory, and cognitive sequelae of their disease, participants reported a wide range of difficulties in performing essential functions of their jobs (15–45) that have the potential to significantly affect their productivity. Career mastery problems reflected issues associated with MS such as “believing that others think I do a good job” and “having the resources (e.g., knowledge, tools, supplies, and equipment) needed to do the job.” Other career mastery concerns reflected idiosyncratic aspects of a specific job setting such as “being able to speak with my supervisor about promotion.” Considering these barriers and relationships with employers, the majority of participants reported low levels of job satisfaction.ConclusionThe interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants. The interviewer also offered guidelines for the employee to follow in requesting job modifications and assistive technology.

Home and Community Barriers to Work Participation Among People With Arthritis: Results From the Work Experience Survey for Rheumatic Conditions

Abstract Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Introduce OTs to the Work Experience Survey for Rheumatic Condition, and discuss the major barriers in the home and community context reported by people with arthritis and rheumatological conditions. Primary Author and Speaker: Rawan Alheresh Contributing Authors: Julie Keysor

Workplace Barriers Among People With Arthritis: Results From the Work Experience Survey for Rheumatic Conditions

Abstract Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Introduce OTs to the Work Experience Survey for Rheumatic Condition, and discuss the major reported barriers people with arthritis and rheumatological conditions Primary Author and Speaker: Rawan Alheresh Contributing Authors: Julie Keysor

The Work Experience Survey: An on-the-job needs assessment tool to promote successful career outcomes for young adult central nervous system cancer survivors

The Work Experience Survey: An on-the-job needs assessment tool to promote successful career outcomes for young adult central nervous system cancer survivors

Qualitative case studies of professional-level workers with traumatic brain injuries: A contextual approach to job accommodation and retention

Traumatic brain injury (TBI) is a multi-systemic disability that causes a wide range of difficulties with personal and social functioning. Four individuals with TBI participated in an evaluation of barriers to their continued employment following graduation from college. A trained interviewer completed the Work Experience Survey (WES) in teleconsultation sessions with each participant. Researchers applied a qualitative case study research design. Participants reported a wide range of difficulties in performing essential functions of their jobs (3 to 24) that have the potential to significantly affect their productivity. Career mastery problems reflected outcomes associated with TBI such as 'believing that others think I do a good job' and 'having the resources (e.g., knowledge, tools, supplies, and equipment) needed to do the job.' Indicative of their wish to continue their current employment, participants reported high levels of job satisfaction. The WES is a cost-effective needs assessment tool to aid health and rehabilitation professionals in providing on-the-job supports to workers with TBI.

Workplace barriers encountered byemployed persons with systemic sclerosis.

Systemic sclerosis (SSc) is an auto-immune connective tissue disease characterized by fibrosis of skin, blood vessels, and internal organs that results in significant disability. To identify the work barriers faced by people with systemic sclerosis (SSc) in maintaining employment. Thirty-six people with SSc who were working more than 8 hours per week completed the Work Experience Survey, which contains lists of potential work barriers, including the ability to travel to and from work; get around at work; perform essential job functions, including physical, cognitive, and task-related activities; work with others; and manage work conditions. Thirty-three participants completed and returned the questionnaires, most of whom were female, and working full time and in professional careers. Principal disease symptoms included fatigue, Raynaud's phenomenon, esophageal involvement, and leg or hand/wrist pain. All participants reported some barriers with a mean of 18 barriers per participant. At least three quarters of participants cited outside temperature (82%), cold temperatures inside the workplace (76%), and household work (76%), as barriers. The next most common barriers were using both hands (64%), arranging and taking part in social activities (64%), being able to provide self-care (61%) and working 8 hours (58%). Participants reported a wide range of barriers, from cold temperatures, to physical job, fatigue related, and non-workplace demands, in maintaining the worker role. The barriers reflect the disease symptoms they reported. Identifying workplace barriers facilitates the creation of job accommodations or adaptations that will allow people with SSc to continue working.

General strain and police misconduct: the role of organizational influence

Purpose The purpose of this paper is to examine the utility of general strain theory in explaining the relationship between organizational stress and police deviance. Design/methodology/approach Data were collected from a non-random sample of 1,389 police officers in three large cities in Texas. The survey instrument used for this research was the Police Work Experience Survey. Results from regression analyses are presented. Findings Findings showed that the organization influenced police misconduct, but misconduct was dependent upon the specific type of strain encountered. Research limitations/implications Results show that instances of police deviance depend on the types of strains encountered. Additionally, anger plays a significant role when examining organizational strain. Police administrators should move to reduce organizational strains to reduce instances of police misconduct. Originality/value Currently, there is very little theoretical work in understanding police misconduct. And no studies have drawn linkages between organizational stressors and self-reported officer misconduct. At a time when police behavior is at the forefront of the social policy reform, the examination of potential correlates of police misconduct is the first step toward controlling it.

A qualitative evaluation of occupational therapy-led work rehabilitation for people with inflammatory arthritis: Perspectives of therapists and their line managers.

IntroductionOccupational therapy-led work rehabilitation for employed people with inflammatory arthritis and work problems was piloted in five hospitals in the United Kingdom. This qualitative study explored the views of participating occupational therapists and their line managers about the work rehabilitation training received and conducting the intervention, with particular focus on the structured interview used, the Work Experience Survey – Rheumatic Conditions.MethodFace-to-face semi-structured interviews were conducted with occupational therapists (n = 9), followed by telephone interviews with their line managers (n = 2). Interviews were audio-recorded, transcribed verbatim and thematically analysed by three researchers to maximize validity.ResultsThe main themes emerging from the occupational therapists’ interviews were: varying levels of prior knowledge and experience of work rehabilitation, initial concerns about the feasibility of a lengthy work assessment in practice and increased confidence in delivering work rehabilitation as the study progressed. The line managers’ interviews generated themes around the positive impact of the work rehabilitation training the occupational therapists received, and changes in their practice.ConclusionThe Work Experience Survey – Rheumatic Conditions was considered a good choice of work assessment which can be implemented in practice. Once therapists had provided the work intervention several times, their confidence and skills increased.

Conflict on the treatment floor: an investigation of interpersonal conflict experienced by nurses

Nurse conflict has numerous detrimental outcomes for healthcare organisations, patients and nurses themselves. Although past literature has advanced general understanding of conflict and aggression, much of it is limited in its explanation of negative interactions between nurses themselves. To address this, we used a mixed-method approach to identify and describe characteristics of conflict between nurses using content analysis of qualitative descriptions and associated quantitative ratings from practicing registered nurses over 12 weeks of a weekly work experience survey administered online. We found six reliable themes describing the nature of nurse conflict including such characteristics as feeling unfairly treated, others’ irresponsible behaviours and work disagreement. Conflicts containing perceived unfair treatment as well as negative emotion and rude behaviour between nurses were rated very negatively. Results suggest that a comprehensive workplace conflict prevention strategy should include multiple types of policies tailored to address each aspect of nurse conflict. Our findings reinforce the idea that healthcare organisations seeking to reduce nurse conflict should pay attention to promoting fair and courteous treatment among nurses as well as adopt policies to improve features of the work environment such as staffing and training.

Perceptions of Discrimination and Justice Among Employees with Disabilities

Despite the passage of almost two decades since the enactment of the Americans With Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. This study examines whether disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice. A sample of 1,880 employees of a large university, including 90 self-identified disabled individuals completed a work experience survey. Analyses indicate that disabled employees reported more overt and subtle discrimination and more procedural injustice than their non-disabled counterparts. Examination by the type of disability also revealed that those with non-physical disabilities reported more negative experiences than employees with physical disabilities. Perceived organizational and supervisory support were shown to have promise in reducing the effects of disability status on workplace attitudes and perceptions.

Work Barriers Experienced and Job Accommodations Used by Persons with Arthritis and Other Rheumatic Diseases

Many people with arthritis become work disabled, but little is known about (a) the types of work barriers they experience and (b) their use of job accommodations. Our objectives were to describe work barriers and use of accommodations and to examine factors associated with accommodation use in persons with arthritis at risk for work disability. Barrier assessment was conducted using the Work Experience Survey. Factors associated with accommodation use were analyzed by logistic regression. The overwhelming majority of the 121 participants (98%) reported having one or more barriers, and 68% reported 10 or more barriers; 38% used an accommodation. Greater functional limitations and self-efficacy for accommodation request were each associated with accommodation use. Even though these employed persons with arthritis faced multiple barriers at work, only a small number used any form of job accommodation.

Ecological assessment of the career maintenance needs of employees with diabetes

The article presents four case studies of employees with diabetes. The authors examine participants' post-employment accommodation needs in four areas: worksite accessibility; performance of essential job functions; job mastery; and job satisfaction. Data were collected via the Work Experience Survey, an established career maintenance needs assessment tool.

Determination of Reentry Wages of Displaced Homemakers

Using a sample from the National Longitudinal Survey of Work Experience of Women, this study empirically examines the factors that determine wages for a sample of middle-aged displaced homemakers who reenter the labor force after displacement. Education, occupational training, health, size of the labor market, and length of search time are found significantly to affect reentry wages for this group.

Profiles of On-the-Job Accommodations Needed by Professional Employees who are Blind

This article presents five case studies of professional employees who are blind and the postemployment accommodations they needed in four areas: worksite accessibility, performance of essential job functions, job mastery, and job satisfaction. It also describes the Work Experience Survey, a practical assessment instrument that can be used to engage employees who are visually impaired or blind in identifying and removing barriers to maintaining and advancing their careers.

The Work Experience Survey: A Reasonable Accommodation/Career Development Strategy

Consistent with provisions of the ADA, the Work Experience Survey (WES) is a structured interview designed to involve employees in identifying their own reasonable accommodation needs. In this case study, five people with multiple sclerosis completed the WES. They reported symptoms typical of multiple sclerosis (chronic fatigue, muscle weakness, balance/coordination problems, cognitive disturbances, and blurred vision) which interfered with their capacity to perform essential job functions. The article discusses their specific work limitations and desired reasonable accommodations which they identified by completing the WES.