Demand-specific work ability among employees with migraine or frequent headache

Workplace-related rehabilitation after foot fractures

International Journal of Disability Management ◽

10.1017/idm.2014.14 ◽

2014 ◽

Vol 9 ◽

Author(s):

Eckehard Froese

Keyword(s):

Work Ability ◽

Systematic Approach ◽

Gradual Increase ◽

Injured Workers ◽

Specific Work ◽

Group 14 ◽

Full Capacity ◽

Foot Fractures ◽

Social Accident Insurance ◽

Ability Testing

Background: For injured workers facing increased physical requirements the VBG, a German Social Accident Insurance Institution, provides 2 types of outpatient medical treatment for the last phase of rehabilitation. One option is a functionally orientated extended physiotherapy including the opportunity for work-ability testing at the workplace with a gradual increase of workload and working time. Second option is a newly-developed multidisciplinary workplace-related rehabilitation integrating the specific work-relevant functional flows in therapy under the direction of a qualified physician and therapists in rehab facilities.Objective: To evaluate the effects of workplace-related rehabilitation after foot fractures in outpatient rehab facilities. Methods: Data of all completed cases with severe fractures of the calcaneus or the ankle joint, undergoing workplace-related therapy in 2013 (n = 27), were compared to consecutive data of 27 completed cases undergoing extended physiotherapy.Findings: Mean age in both groups was 48 years. In the extended physiotherapy group 14 patients additionally received a work-ability testing directly at the workplace. Mean duration from accident to capacity for work was 169.81 days (SD 60.4) for extended physiotherapy and 176.81 days (SD 49.3) for workplace-related rehabilitation. 23 patients with extended physiotherapy and 26 patients with workplace-related rehabilitation maintained work ability 3 months after achieving full capacity for work. Subsequent rehab measures after regaining capacity for work were needed in 6 cases in the extended physiotherapy group and in one case in the workplace-related rehabilitation group.Discussion: Though no statistically verifiable difference in duration of incapacity for work between both groups was found, the results provide apparently evidence that multidisciplinary workplace-related rehabilitation is more sustainable. It is suggested, that a systematic approach and individually tailored multidisciplinary training of the specific work-relevant movement patterns under constant medical and therapeutic direction lead to more stable rehabilitation results.Conclusion: Further research is needed to consolidate our empirical findings.

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Work ability of health care professional: Enhancing Productivity

Z H Sikder Women’s Medical College Journal ◽

10.47648/zhswmcj.2020.v0102.06 ◽

2019 ◽

Vol 1 (Number 2) ◽

pp. 22-24

Author(s):

Shila Rani Das

Keyword(s):

Work Ability ◽

Well Being ◽

Health Condition ◽

Health Conditions ◽

Biological Aging ◽

Specific Work ◽

Work Demands ◽

Individual Health ◽

Mental Well Being ◽

Mental Resources

The work ability can be conceptualized as the physical and mental well-being of workers, which enables them to develop their work according to the demands of the occupation and their state of health 1. Work ability comprises physical, psychological, and social capacities. It is influenced by demographic, socio-economic, environmental and life style factors.2 work ability should be seen from a framework that takes into account the interaction between work, lifestyle, health conditions and biological aging 3. Work ability can be considered as an important component of the broader concept of employability. It also can be a sign of person’s ability to cope with working life. The concept of work ability is defined as the ability of a worker to perform his/her job, taking into account the specific work demands, individual health condition, mental resources and work life

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Demand-specific work ability, poor health and working conditions in middle-aged full-time employees

Applied Ergonomics ◽

10.1016/j.apergo.2014.02.007 ◽

2014 ◽

Vol 45 (4) ◽

pp. 1174-1180 ◽

Cited By ~ 12

Author(s):

Kirsten Nabe-Nielsen ◽

Karsten Thielen ◽

Else Nygaard ◽

Sannie Vester Thorsen ◽

Finn Diderichsen

Keyword(s):

Working Conditions ◽

Work Ability ◽

Poor Health ◽

Specific Work ◽

Full Time ◽

Middle Aged

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Within-person fluctuations in wellbeing and task-specific work ability

Quality of Life Research ◽

10.1007/s11136-017-1713-3 ◽

2017 ◽

Vol 27 (2) ◽

pp. 437-446 ◽

Cited By ~ 1

Author(s):

Julitta S. Boschman ◽

Karen Nieuwenhuijsen ◽

Judith K. Sluiter

Keyword(s):

Work Ability ◽

Specific Work ◽

And Task

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Job Validation Studies and Physical Agility Testing: Is the Vendor Telling You What They Think You Want or Are You Telling Them What You Need?

Guides Newsletter ◽

10.1001/amaguidesnewsletters.2016.novdec02 ◽

2016 ◽

Vol 21 (6) ◽

pp. 5-11

Author(s):

E. Randolph Soo Hoo ◽

Stephen L. Demeter

Keyword(s):

Equal Employment Opportunity Commission ◽

Job Analysis ◽

Specific Work ◽

Test Protocol ◽

Systematic Method ◽

Technical Standards ◽

Work Related ◽

Physical Abilities ◽

Specific Factors ◽

Key Terms

Abstract Referring agents may ask independent medical evaluators if the examinee can return to work in either a normal or a restricted capacity; similarly, employers may ask external parties to conduct this type of assessment before a hire or after an injury. Functional capacity evaluations (FCEs) are used to measure agility and strength, but they have limitations and use technical jargon or concepts that can be confusing. This article clarifies key terms and concepts related to FCEs. The basic approach to a job analysis is to collect information about the job using a variety of methods, analyze the data, and summarize the data to determine specific factors required for the job. No single, optimal job analysis or validation method is applicable to every work situation or company, but the Equal Employment Opportunity Commission offers technical standards for each type of validity study. FCEs are a systematic method of measuring an individual's ability to perform various activities, and results are matched to descriptions of specific work-related tasks. Results of physical abilities/agilities tests are reported as “matching” or “not matching” job demands or “pass” or “fail” meeting job criteria. Individuals who fail an employment physical agility test often challenge the results on the basis that the test was poorly conducted, that the test protocol was not reflective of the job, or that levels for successful completion were inappropriate.

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