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Article
Publication date: 1 February 2000

Ian Cunningham and Philip James

Notes that the present human resource literature on absence pays relatively little attention to the management of genuine injury and illness. Seeks to partially address…

Abstract

Notes that the present human resource literature on absence pays relatively little attention to the management of genuine injury and illness. Seeks to partially address this lacuna in the literature through the findings of an exploratory study of the arrangements used to facilitate the return to work of ill and injured employees in 77 organisations. Finds that larger organisations and those which recognised trade unions offered the most extensive range of assistance to workers. Also finds the presence of return to work policies to be associated with favourable trends in absence. Suggests that the impact of return to work activities on absence merits further study and goes on to identify issues that should be addressed in future research.

Details

Personnel Review, vol. 29 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 6 February 2019

Joanna Bohatko-Naismith, Carole James, Maya Guest, Darren Anthony Rivett and Samantha Ashby

The purpose of this paper is to provide insight into the injured worker’s perspective of experiences with their workplace return to work coordinator (RTWC), and explore…

Abstract

Purpose

The purpose of this paper is to provide insight into the injured worker’s perspective of experiences with their workplace return to work coordinator (RTWC), and explore some of the barriers they encountered in the return to work process.

Design/methodology/approach

Semi-structured interviews were conducted with ten injured workers from New South Wales, Australia. The thematic analysis of transcripts was completed.

Findings

The findings provide an insight into the experiences of injured workers and their relationship with RTWCs. Five key themes emerged from the data: return to work experiences and the RTWC role, high turnover and lack of consistency in the role, RTWC “ideal”, knowledge and skills, communication skills and the RTWC role and GP visits privacy and conflict of interest with peer RTWCs.

Practical implications

The role of the workplace RTWC in the return to work process for injured workers is important and these findings are highly relevant to the return to work sector. Consistency within the role at the workplace and careful consideration of the specific traits and characteristics required by an individual to perform the role need to be observed during the selection process by employers when appointing a workplace RTWC to assist injured workers return to work.

Originality/value

This is the first Australian study to examine the injured workers views and experiences with the workplace RTWC and other factors that shape the return to work process.

Details

International Journal of Workplace Health Management, vol. 12 no. 2
Type: Research Article
ISSN: 1753-8351

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Article
Publication date: 30 March 2010

C. Gail Hepburn, Renée‐Louise Franche and Lori Francis

Consistent with previous research, the purpose of this paper is to propose that the presence of workplace‐based returntowork strategies would reduce the duration of work

Abstract

Purpose

Consistent with previous research, the purpose of this paper is to propose that the presence of workplace‐based returntowork strategies would reduce the duration of work disability. Moving beyond existing research, the paper further seeks to propose that these strategies would also enhance mental health and affective commitment among injured workers. In addition, the paper aims to introduce interactional justice – injured workers' perceptions of the interpersonal and informational fairness of the person most responsible for their returntowork process – to the returntowork context, and to hypothesize that these factors would also contribute to the explanation of these outcomes.

Design/methodology/approach

Within five weeks of their injury, telephone interviews were conducted with 166 workers from the province of Ontario, Canada, who had experienced musculoskeletal lost‐time workplace injuries.

Findings

Multiple regression analyses indicate that certain workplace‐based strategies were associated with days on compensation, self‐reported days absent, and depressive symptoms, but not affective commitment. Further, as hypothesized, interactional justice accounted for additional variance explained in self‐reported days absent, depressive symptoms, and affective commitment. Interactional justice did not explain additional variance in days on compensation.

Practical implications

The findings have implications for employers engaged in returntowork practices and researchers studying return to work. Both should address not only the workplace‐based strategies used, but also the way in which these strategies are implemented.

Originality/value

The paper replicates previous empirical work on returntowork interventions and demonstrates the importance of the presence of workplace‐based strategies in explaining the duration of work disability.

Details

International Journal of Workplace Health Management, vol. 3 no. 1
Type: Research Article
ISSN: 1753-8351

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Article
Publication date: 1 January 1978

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the…

Abstract

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

Details

Managerial Law, vol. 21 no. 1
Type: Research Article
ISSN: 0309-0558

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Article
Publication date: 1 February 1985

J.R. Carby‐Hall

Modern employment legislation invests the employee with important rights resulting in a greater degree of job security and improved legal protection in his employment…

Abstract

Modern employment legislation invests the employee with important rights resulting in a greater degree of job security and improved legal protection in his employment. These rights or entitlements which are all personal in nature are divisible, for the sake of convenience, into four parts. Firstly, individual rights. These include guarantee payments, medical suspension, maternity, time off for specified activities, and the employer's insolvency. These rights are by no means exhaustive. Other rights of an individual nature as for example the right not to belong to a trade union where a closed shop is in operation; rights in connection with trade union membership; written reasons for dismissal; and so on, will be treated in the context of the discussion which will take place under the appropriate heading. Secondly, it is proposed to examine the employees right not to be discriminated against in employment on grounds of race and sex, thirdly, his right not to be unfairly dismissed will be analysed, to be followed finally by his right to redundancy payments. In this monograph, it is proposed to examine the first of these personal rights, namely the employee's individual rights. Each of the others will be discussed in subsequent monographs. It should be noted that unlike the common law terms implied into the contract of employment which consist of duties imposed on both the employer and the employee and which can be contracted out of by an express term in the contact of employment the statutory conditions of employment cannot be dispensed with in that manner. Like the implied terms at common law, the statutory conditions of employment too form another source of contract of employment though of course they are independent in that they neither form part of the contract of employment nor of the common law rights.

Details

Managerial Law, vol. 27 no. 2
Type: Research Article
ISSN: 0309-0558

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Article
Publication date: 23 August 2021

The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work

Abstract

Purpose

The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions.

Design/methodology/approach

Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire.

Findings

The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict.

Practical implications

Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance.

Originality/value

This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.

Details

Human Resource Management International Digest , vol. 29 no. 6
Type: Research Article
ISSN: 0967-0734

Keywords

Abstract

The changes in women’s and men’s work lives have been considerable in recent decades. Yet much of the recent research on gender differences in employment and earnings has been of a more snapshot nature rather than taking a longer comparative look at evolving patterns. In this paper, we use 50 years (1964–2013) of US Census Annual Demographic Files (March Current Population Survey) to track the changing returns to human capital (measured as both educational attainment and potential work experience), estimating comparable earnings equations by gender at each point in time. We consider the effects of sample selection over time for both women and men and show the rising effect of selection for women in recent years. Returns to education diverge for women and men over this period in the selection-adjusted results but converge in the OLS results, while returns to potential experience converge in both sets of results. We also create annual calculations of synthetic lifetime labor force participation, hours, and earnings that indicate convergence by gender in worklife patterns, but less convergence in recent years in lifetime earnings. Thus, while some convergence has indeed occurred, the underlying mechanisms causing convergence differ for women and men, reflecting continued fundamental differences in women’s and men’s life experiences.

Details

Gender Convergence in the Labor Market
Type: Book
ISBN: 978-1-78441-456-6

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Article
Publication date: 10 August 2012

Marjorie Armstrong‐Stassen, Francine Schlosser and Deborah Zinni

This study aims to employ a resource‐oriented theoretical perspective to examine retirees' desire to return to their former organization.

Abstract

Purpose

This study aims to employ a resource‐oriented theoretical perspective to examine retirees' desire to return to their former organization.

Design/methodology/approach

Using a cross‐sectional field study design, data were collected from 243 retirees under 65 years of age who had been retired from a career job less than ten years.

Findings

Regression results indicate that retirees who had experienced financial and pervasive role loss as well as retirees who perceived a higher fit with their former organization and the availability of desired job role options expressed significantly greater interest in returning. Retirees who experienced gains in leaving work as well as gains in their life satisfaction following retirement reported significantly less interest in returning to their former organization.

Research limitations/implications

The cross‐sectional design and self‐report data create a potential for bias. Even though the findings are based on respondents' “interest” in returning to their former organization, it is not known if they actually did return.

Practical implications

Programs should focus on creating an environment that values older workers, and provides them with opportunities such as mentoring other workers.

Social implications

Policy changes are needed to ensure that returning to work following retirement results in resource gains and not resource losses.

Originality/value

This study uses resource theory with a diverse sample of retirees and considers their desire to return to their original employers, thus adding value to human resources and management who wish to retain or re‐engage their own knowledgeable retirees.

Details

Journal of Managerial Psychology, vol. 27 no. 6
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 18 January 2021

Scott Williams and Jonathan Williams

While a return to work following trauma exposure can be therapeutic, this is not always so. As with many topics related to traumatic stress in organizations, several…

Abstract

Purpose

While a return to work following trauma exposure can be therapeutic, this is not always so. As with many topics related to traumatic stress in organizations, several contingency factors complicate the effort to draw an overarching conclusion about whether returning to work is therapeutic. The purpose of this paper is to present important determinants of whether work is therapeutic or triggering for those with traumatic stress conditions. The need for contingency approaches in the study of traumatic stress in organizations is illustrated.

Design/methodology/approach

Literature on traumatic stress in organizations is reviewed.

Findings

Three of the key determinants of whether a return to work is therapeutic or triggering for traumatic stress sufferers are trauma-type contingencies, condition-type contingencies and work-setting contingencies. For instance, human-caused and task-related traumas are more likely than natural disasters to make a return-to-work triggering. Additionally, the time since developing a traumatic stress condition is inversely related to the degree of improvement in that condition through the experience of working. Moreover, managerial actions can affect how therapeutic an employee’s return to work is.

Practical implications

These findings suggest the challenges of reintegrating a traumatized employee to the workplace can be highly situation-specific. Careful consideration of the traumatic event suffered by each traumatic stress victim, their traumatic stress condition, and the work setting to which they would return are recommended.

Social implications

Promoting mental health in organizations can contribute to employers’ social performance.

Originality/value

Examination of the factors that complicate predicting whether work is therapeutic posttrauma demonstrates how contingency approaches can advance research on trauma in organizations.

Details

Management Research Review, vol. 44 no. 7
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 6 June 2016

Helen Woolnough and Jane Redshaw

The purpose of this exploratory qualitative study was to investigate anticipated and real career decisions made by two cohorts of professional women in the UK at differing…

Abstract

Purpose

The purpose of this exploratory qualitative study was to investigate anticipated and real career decisions made by two cohorts of professional women in the UK at differing stages of the lifespan.

Design/methodology/approach

Career decisions made by two cohorts of professional women following the birth of their first child at different stages of the lifespan and satisfaction with these choices in retrospect were investigated. Data analysis followed a thematic approach, and comparisons between the two cohorts were made.

Findings

The study revealed much similarity between the two cohorts. The decisions women make regarding whether to return to work or not and the extent to which they are satisfied with their working arrangements are constrained by similar individual and organisational factors despite the 15-20 year gap.

Research limitations/implications

Although mothers in the UK now experience strengthened legislation concerning maternity benefits and entitlements and there have been advances in flexible working, progress in relation to supporting women in reconciling work and home life when they return to work is arguably limited.

Originality/value

This paper offers insights into the extent to which the career decisions made by professional women following the birth of their first child and satisfaction with these choices in retrospect have changed (or not) among two cohorts of professional women (15-20 years apart). The findings stress the importance of understanding the complex issues faced by mothers in the workforce and providing appropriate organisational support.

Details

Gender in Management: An International Journal, vol. 31 no. 4
Type: Research Article
ISSN: 1754-2413

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