Abstract: Introduction: On the basis of a motivational framework for return to work (RTW)
after sickness absence, scales were developed to measure absentee attitudes towards RTW, perceived social norm with respect to RTW, RTW self - efficacy, RTW motivation, and the RTW attitudes of six types of key actors.
Not exact matches
Meetings should include discussion around reasonable work adjustments, time off needed, arrangements for transfer / effective management of the employee's work during
sickness absence, phased return to work
after time off and the possibility of flexible working.
It's also helpful for reentering the workforce
after quite an
absence like a long
sickness or raising a child
after giving birth.
Results: AML was associated with perceived stress, age - relative self - rated health, and
sickness absence due to overstrain / fatigue
after controlling for the Demand - Control - Support model.