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Self-directing return-to-work: Employees' perspective.

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Summary

Employees want to control their return-to-work (RTW) process, but need supportive environments and clear roles from stakeholders. Self-direction in RTW personalizes the process for individual needs.

Keywords:
Sickness absencecooperationself-determination theorysick leavework resumption

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Area of Science:

  • Occupational Health Psychology
  • Rehabilitation Science
  • Organizational Behavior

Background:

  • Dutch legislation promotes employee involvement in return-to-work (RTW).
  • RTW professionals encourage self-directed RTW among sick-listed employees.
  • Employee perspectives on shaping self-directed RTW remain underexplored.

Purpose of the Study:

  • To conceptualize employee self-direction in RTW.
  • Utilize Self-Determination Theory (autonomy, competence, relatedness) as a framework.
  • Understand how employees experience and enact self-direction during RTW.

Main Methods:

  • Thematic analysis of 17 semi-structured interviews.
  • Included three long-term sick-listed employees.
  • Combined with 14 existing interview transcripts.

Main Results:

  • Employees perceive self-direction as autonomous decision-making in their RTW process.
  • Environmental factors significantly influence self-direction.
  • Proximal factors: autonomy, competence, relatedness. Distal factors: legislation, organizational culture, stakeholder role clarity.

Conclusions:

  • Self-direction fosters personalized RTW, aligning with individual needs.
  • Effective self-direction requires a supportive environment.
  • Collaboration between employee, employer, and occupational physician is crucial.