Table 1 Grounds and factors relevant to Return-to-work Effort Sufficiency in depressive disorder according to focus groups, sorted using the International Classification of Functioning, Disability and Health (ICF) model
Factor | Ground example |
|---|---|
Activities | Â |
Functional capacity | "The type and severity of limitations are important to assess suitability for work" |
Job demands vs. functional capacity | "The suitability of the employee's own work determines the RTW goal" |
Personal | Â |
Competencies | "The chances of RTW are higher in work which matches the competencies of the employee" |
Attitude | "The attitude of the employee determines the progress of the RTW process" |
Self-efficacy | "Fear of RTW can lead to inadequate RTW behaviour of the employee" |
Illness perception | "A negative illness perception can delay the RTW process" |
Environmental | Â |
Work-relatedness of sickness absence | "The focus of the RTW process is determined by the work-relatedness of the absence" |
Job availability | "The possibilities at the previous employer co-determine the chances of RTW" |
Employer size | "Employer size indicates the possibilities for the employee to return to his/her original employer" |
Employer attitude | "The employer has to support the employee in RTW at his/her company" |
Relationship employer/employee | "The relationship between employer and employee can promote the RTW process" |
Communication quality and quantity | "Communication quantity is not necessarily an indicator of communication quality" |
Interventions | Â |
Training/education | "Interventions such as job training can optimize RTW" |
Job offerings | "An offered job with the prospect of returning to the original job increases the chance of acceptance by the employee" |
Professional advice | "Professional advice can influence the RTW process" |
Job accommodations | Â |
Temporary/modified duty | "Offering temporary work can influence the chance of RTW, because the employee does not leave the work force" |
Change of employer | "If RTW is prolonged and chances of RTW are reduced, return to a different employer should be investigated" |
Measures | Â |
Research/assessment | "The employer has to investigate the possibilities at his/her company" |
Monitoring | "The progress of the employee should be monitored by the employer" |