Table 3 Perspectives of human resource managers on what is needed to ensure that chronically ill employees can continue to work: clusters, statements and priority ratings.*
Clusters/statements | Cluster median/Item mean scores |
|---|---|
Cluster 1. Company policy | 4.1 |
1. The employer must realize that the employee should not continue to work in a situation that is no longer healthy. | 4.4 |
2. The work/job must be matched to the employee's condition. | 4.3 |
3. The employer must be able to make demands on chronically ill employees. | 4.1 |
4. Managers must also be concerned with the consequences of the employee's illness for his or her colleagues. | 4.1 |
5. The organization should reflect on what it means to be a good employer for chronically ill employees. | 4.1 |
6. The organization needs to come to a clear agreement about its norms regarding chronically ill employees. | 3.9 |
7. As much as possible, the needs of the employee should be met, taking into account the organization's capabilities. | 3.7 |
8. Chronically ill employees must understand the capabilities and limitations of their colleagues. | 3.6 |
Cluster 2. Culture of trust and openness | 3.9 |
1. Mutual trust between manager and the employee. | 4.5 |
2. Good contact between manager and employee. | 4.4 |
3. There must be good contact between manager, occupational physician and employee. | 4.3 |
4. A manager who creates time and space to listen to chronically ill employees. | 3.9 |
5. Chronically ill employees must not conceal that they are ill. | 3.6 |
6. There must be openness about this topic within the organization. | 3.5 |
7. Chronically ill employees must be open with colleagues about their condition. | 3.4 |
Cluster 3. Shared responsibility | 3.8 |
1. The manager and the employee need to share responsibility for the employee's employability. 2. The employee's fear of negative consequences should be alleviated. | 4.2 3.9 |
3. Chronically ill employees must make their own decisions. | 3.8 |
4. Chronically ill employees must not be ashamed to talk about their condition. | 3.8 |
5. Chronically ill employees must not set one-sided limits. | 3.7 |
6. Chronically ill employees must realize that privacy is not always possible. | 3.3 |
Cluster 4. Managers and personnel officers must have knowledge of chronic disease and its impact on work. | 3.6 |
1. The manager must know the work-related risk factors for the employee. | 4.1 |
2. The manager must know what options s/he has to facilitate good job performance. | 4.0 |
3. The manager must know the difference between chronic illness and sick leave. | 3.6 |
4. The personnel officer must know the difference between chronic illness and sick leave. | 3.5 |
5. The manager must have knowledge about the disease to be able to act proactively. | 3.5 |
6. The manager must be aware of the meaning of the medical diagnosis. | 3.4 |
7. The personnel officers must know the employees who have a chronic illness. | 3.1 |
Cluster 5. Work adaptations | 3.5 |
1. Suitable work is being sought. | 3.8 |
2. The company health service must know the employees who are ill. | 3.6 |
3. The HRM department must implement adaptations for chronically ill workers (elevator, wheelchairs). | 3.5 |
4. The organization needs to pay attention to best practices in this area. | 3.3 |
Theme 6. Support services within the company | 2.9 |
1. Chronically ill employees need to be given guidance. | 3.4 |
2. The organization needs to create a focal point with specific expertise regarding chronically ill employees. | 2.7 |
3. The organization needs to create an in-house resource with specific information about chronic illness. | 2.5 |