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Qualitative Assessment of Perceived Organizational Support for Employed Breast Cancer Survivors
Alicia G Dugan1, Ragan E Decker, Hannah L Austin
1From the Division of Occupational and Environmental Medicine, University of Connecticut School of Medicine, Farmington, Connecticut (A.G.D., W.S.S., M.G.C., J.M.C.); Society for Human Resource Management, Alexandria, Virginia (R.E.D.); Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut (H.L.A.); Department of Health Sciences, Johnson & Wales University, Providence, Rhode Island (S.N.); Department of Human Development and Family Sciences, University of Connecticut, Storrs, Connecticut (K.M.B., T.O.B.); Department of Public Health Sciences, University of Connecticut School of Medicine, Farmington, Connecticut (H.S., J.M.C.); and Neag Comprehensive Cancer Center, UConn Health, Farmington, Connecticut (S.H.T.).
Objective:
A more detailed understanding of unmet organizational support needs and workplace-based best practices for supporting cancer survivors is needed.
Methods:
Ninety-four working breast cancer survivors responded to an open-ended survey question regarding the desired types of organizational support that were and were not received during early survivorship. We performed content-analysis of qualitative data.
Results:
Major themes included instrumental support, emotional support, and time-based support. The need for flexible arrangements and reduced workloads was mostly met. Unmet needs included navigation/coordination, understanding/empathy, and time off for treatment and recovery.
Conclusions:
Organizational support can help cancer survivors manage their health and work roles, diminishing work-health conflict and turnover intent. Study findings can be used to design targeted interventions to fulfill cancer survivors' unmet organizational support needs, which may also apply to workers with other chronic health conditions.
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