48 lines
2.5 KiB
YAML
48 lines
2.5 KiB
YAML
cite: Gates2000
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author: Gates, L. B.
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year: 2000
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title: Workplace Accommodation as a Social Process
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publisher: Journal of Occupational Rehabilitation
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uri: https://doi.org/10.1023/A:1009445929841
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pubtype: article
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discipline: sociology
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country: United States
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period: 2000
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maxlength: 12
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targeting: explicit
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group: mentally ill workers
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data: survey, protocol
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design: qualitative
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method: action protocol development
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sample: 12
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unit: individual
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representativeness: local
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causal: 0 # 0 correlation / 1 causal
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theory:
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limitations:
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observation:
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- intervention: counseling (workplace accommodation)
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institutional: 0
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structural: 1
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agency: 1
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inequality: disability
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type: 1 # 0 vertical / 1 horizontal
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indicator: 0 # 0 absolute / 1 relative
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measures: employment (rtw)
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findings: successful accommodation requires social component; relationship largest barrier; agency of returnee must be strengthened
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channels: unsuccessful accommodations rely on the functional aspect; supervisors play primary role in success of accommodation process
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direction: 1 # -1 neg / 0 none / 1 pos
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significance: # 0 nsg / 1 msg / 2 sg
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notes:
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annotation: |
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A qualitative study on the mechanisms of workplace accomodation for people with mental health conditions to allow their successful return-to-work.
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The intervention is based on an accommodation which disaggregates the effects of social and technical components of the process and included a disclosure and psychoeducational plan.
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It finds that successfull return-to-work through accommodation requires consideration of the social component ('who is involved'), with unsuccessful accommodation often only relying on the functional aspect ('what is involved').
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The primary barrier identified for successful return-to-work are actually relationship issues not functional ones, with supervisors playing a key role for the success of the accommodation process.
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Additionally, it highlighted the necessity of strengthening the individual agency of the returnee, accomplished in the intervention through a concrete training plan with the worker but also with other key workplace players such as the supervisors.
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Additionally, providers must be willing to develop a disclosure plan with the employee and enter the workplace itself to adequately assist in the accommodation process.
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Limitations to the study include the limited generalizability of its findings with a small non-randomized sample size and restriction to mental health disability.
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