Fehmidah Munir1, Joanna Yarker, Ben Hicks, Emma Donaldson-Feilder. 1. Centre for Global Health and Human Development, School of Sport, Exercise and Health Sciences, Loughborough University, Loughborough LE11 3TU, UK. f.munir@lboro.ac.uk
Abstract
INTRODUCTION: Evidence suggests that supervisors' behaviors have a strong influence on employees' health and well-being outcomes. Few have examined the specific behaviors associated with managing an employee back to work following long-term sick leave. This study describes the development of a behavior measure for Supervisors to Support Return to Work (SSRW) using qualitative and quantitative research methods. METHODS: Qualitative data were collected between 2008 and 2010 from a UK population of organisational stakeholders (N = 142), line managers (N = 20) and employees (N = 26). Data from these samples were used to develop a 42 item questionnaire and to validate it using a further sample of line managers (N = 186) and employees (N = 359). RESULTS: Based on a factor structure and reliability results, four scales emerged. The measure demonstrated good internal reliability, construct and concurrent validity. Longitudinal data analyses demonstrated test-retest reliability and promising predictive validity. CONCLUSIONS: This is a potentially valuable tool in research and in organisational settings, both during long-term sick leave and after employees have returned to work.
INTRODUCTION: Evidence suggests that supervisors' behaviors have a strong influence on employees' health and well-being outcomes. Few have examined the specific behaviors associated with managing an employee back to work following long-term sick leave. This study describes the development of a behavior measure for Supervisors to Support Return to Work (SSRW) using qualitative and quantitative research methods. METHODS: Qualitative data were collected between 2008 and 2010 from a UK population of organisational stakeholders (N = 142), line managers (N = 20) and employees (N = 26). Data from these samples were used to develop a 42 item questionnaire and to validate it using a further sample of line managers (N = 186) and employees (N = 359). RESULTS: Based on a factor structure and reliability results, four scales emerged. The measure demonstrated good internal reliability, construct and concurrent validity. Longitudinal data analyses demonstrated test-retest reliability and promising predictive validity. CONCLUSIONS: This is a potentially valuable tool in research and in organisational settings, both during long-term sick leave and after employees have returned to work.
Authors: Bo Netterstrøm; Nicole Conrad; Per Bech; Per Fink; Ole Olsen; Reiner Rugulies; Stephen Stansfeld Journal: Epidemiol Rev Date: 2008-06-27 Impact factor: 6.222
Authors: E J MacKenzie; J A Morris; G J Jurkovich; Y Yasui; B M Cushing; A R Burgess; B J DeLateur; M P McAndrew; M F Swiontkowski Journal: Am J Public Health Date: 1998-11 Impact factor: 9.308
Authors: Myrthe van Vilsteren; Sandra H van Oostrom; Henrica C W de Vet; Renée-Louise Franche; Cécile R L Boot; Johannes R Anema Journal: Cochrane Database Syst Rev Date: 2015-10-05
Authors: Veronica Varela-Mato; Kate Godfree; Anwar Adem; Holly Blake; Craig Bartle; Guy Daly; Juliet Hassard; Richard Kneller; Caroline Meyer; Sean Russell; Steven Marwaha; Charlotte Kershaw; Kristina Newman; Joanna Yarker; Louise Thomson; Fehmidah Munir Journal: Pilot Feasibility Stud Date: 2022-08-19