scholarly journals Does seeing a psychologist reduce sickness absence due to mental disorders? A quasi-experiment

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
J Lahti ◽  
J Harkko ◽  
H Sumanen ◽  
K Piha ◽  
O Pietiläinen ◽  
...  
Keyword(s):  
Mental Disorders ◽  
Sickness Absence ◽  
Work Ability ◽  
Early Stage ◽  
Matched Sample ◽  
Full Sample ◽  
Common Support ◽  
The City ◽  
Quasi Experiment

Abstract Background Mental ill-health in young adults is a major public health and work-life problem. We examined in a quasi-experimental design whether occupational psychologist appointment can reduce subsequent sickness absence due to mental disorders among young Finnish employees. Methods The present study was conducted among 18-39-year-old employees of the City of Helsinki using register data from the City of Helsinki and the Social lnsurance Institution of Finland. We used Wald test to compare the differences in sickness absence days due to mental disorders (ICD-10, F-diagnosed) between those treated (occupational psychologist appointment for work ability support) and the non-treated (no psychologist appointment) during a one year follow-up. The full sample (n = 2156, 84% women) consisted of employees with mental disorder diagnosed sickness absence during 2009-2014. To account for the systematic differences between the treated and non-treated, the participants were matched according to their characteristics (age, sex, occupational class, education, previous sickness absence and psychotropic medication). The matched sample included 886 participants. We excluded those with treatment before the treatment screening time (± 3 months to the end of sickness absence period), non-treated with treatment during the follow-up and those that could not be matched (lack of common support). Results In the full sample, the mean of sickness absence days due to mental disorders was 17.7 (95% CI, 11.4, 24.1) days for those treated (n = 240) and 23.2 (95% CI, 20.5, 25.9) days for non-treated (n = 1916), difference being non-significant. The corresponding figures in the matched sample were (16.8, 95% CI, 9.5-24.1) for those treated (n = 195) and (27.8, 95% CI, 22.6-32.9) for non-treated (n = 691), difference being statistically significant (p = 0.02). Conclusions This quasi-experiment suggests that seeing an occupational psychologist to support work ability may be reduce mental health related sickness absence. Key messages We showed that supporting work ability at an early stage may prevent sickness absence due to mental disorders. More efforts to provide early stage support for maintaining work ability may prove useful in reducing sickness absence rates in younger employees.

scholarly journals Work ability score and future work ability as predictors of register-based disability pension and long-term sickness absence: A three-year follow-up study

2017 ◽  
Vol 46 (3) ◽  
pp. 321-330 ◽  
Author(s):  
Ulla Kinnunen ◽  
Jouko Nätti
Keyword(s):  
Sickness Absence ◽  
Work Ability ◽  
Disability Pension ◽  
Negative Binomial ◽  
Work Ability Index ◽  
Rate Ratios ◽  
Future Work ◽  
Work Ability Score

Aims: We investigated two single items of the Work Ability Index – work ability score, and future work ability – as predictors of register-based disability pension and long-term sickness absence over a three-year follow-up. Methods: Survey responses of 11,131 Finnish employees were linked to pension and long-term (more than 10 days) sickness absence register data by Statistics Finland. Work ability score was divided into poor (0–5), moderate (6–7) and good/excellent (8–10) and future work ability into poor (1–2) and good (3) work ability at baseline. Cox proportional hazard regressions were used in the analysis of disability pension, and a negative binomial model in the analysis of long-term sickness absence. The results were adjusted for several background, work- and health-related covariates. Results: Compared with those with good/excellent work ability scores, the hazard ratios of disability pension after adjusting for all covariates were 9.84 (95% CI 6.68–14.49) for poor and 2.25 (CI 95% 1.51–3.35) for moderate work ability score. For future work ability, the hazard ratio was 8.19 (95% CI 4.71–14.23) among those with poor future work ability. The incidence rate ratios of accumulated long-term sickness absence days were 3.08 (95% CI 2.19–4.32) and 1.59 (95% CI 1.32–1.92) for poor and moderate work ability scores, and 1.51 (95% CI 0.97–2.36) for poor future work ability. Conclusions: The single items of work ability score and future work ability predicted register-based disability pension equally well, but work ability score was a better predictor of register-based long-term sickness absence days than future work ability in a three-year follow-up. Both items seem to be of use especially when examining the risk of poor work ability for disability but also for long sick leave.

scholarly journals Preventing sickness absence among employees with common mental disorders or stress-related symptoms at work: a cluster randomised controlled trial of a problem-solving-based intervention conducted by the Occupational Health Services

2020 ◽  
Vol 77 (7) ◽  
pp. 454-461 ◽  
Author(s):  
Marijke Keus van de Poll ◽  
Lotta Nybergh ◽  
Caroline Lornudd ◽  
Jan Hagberg ◽  
Lennart Bodin ◽  
...  
Keyword(s):  
Mental Health ◽  
Problem Solving ◽  
Mental Disorders ◽  
Occupational Health ◽  
Sickness Absence ◽  
Primary Outcome ◽  
Common Mental Disorders ◽  
Significant Group ◽  
Secondary Outcomes

ObjectivesCommon mental disorders (CMDs) are among the main causes of sickness absence and can lead to suffering and high costs for individuals, employers and the society. The occupational health service (OHS) can offer work-directed interventions to support employers and employees. The aim of this study was to evaluate the effect on sickness absence and health of a work-directed intervention given by the OHS to employees with CMDs or stress-related symptoms.MethodsRandomisation was conducted at the OHS consultant level and each consultant was allocated into either giving a brief problem-solving intervention (PSI) or care as usual (CAU). The study group consisted of 100 employees with stress symptoms or CMDs. PSI was highly structured and used a participatory approach, involving both the employee and the employee’s manager. CAU was also work-directed but not based on the same theoretical concepts as PSI. Outcomes were assessed at baseline, at 6 and at 12 months. Primary outcome was registered sickness absence during the 1-year follow-up period. Among the secondary outcomes were self-registered sickness absence, return to work (RTW) and mental health.ResultsA statistical interaction for group × time was found on the primary outcome (p=0.033) and PSI had almost 15 days less sickness absence during follow-up compared with CAU. Concerning the secondary outcomes, PSI showed an earlier partial RTW and the mental health improved in both groups without significant group differences.ConclusionPSI was effective in reducing sickness absence which was the primary outcome in this study.

scholarly journals External validation of a prediction model and decision tree for sickness absence due to mental disorders

2020 ◽  
Vol 93 (8) ◽  
pp. 1007-1012
Author(s):  
Marieke F. A. van Hoffen ◽  
Giny Norder ◽  
Jos W. R. Twisk ◽  
Corné A. M. Roelen
Keyword(s):  
Mental Disorders ◽  
Occupational Health ◽  
Decision Tree ◽  
Prediction Model ◽  
Sickness Absence ◽  
Health Survey ◽  
Characteristic Curve ◽  
External Validation ◽  
Increased Risk

Abstract Purpose A previously developed prediction model and decision tree were externally validated for their ability to identify occupational health survey participants at increased risk of long-term sickness absence (LTSA) due to mental disorders. Methods The study population consisted of N = 3415 employees in mobility services who were invited in 2016 for an occupational health survey, consisting of an online questionnaire measuring the health status and working conditions, followed by a preventive consultation with an occupational health provider (OHP). The survey variables of the previously developed prediction model and decision tree were used for predicting mental LTSA (no = 0, yes = 1) at 1-year follow-up. Discrimination between survey participants with and without mental LTSA was investigated with the area under the receiver operating characteristic curve (AUC). Results A total of n = 1736 (51%) non-sick-listed employees participated in the survey and 51 (3%) of them had mental LTSA during follow-up. The prediction model discriminated (AUC = 0.700; 95% CI 0.628–0.773) between participants with and without mental LTSA during follow-up. Discrimination by the decision tree (AUC = 0.671; 95% CI 0.589–0.753) did not differ significantly (p = 0.62) from discrimination by the prediction model. Conclusion At external validation, the prediction model and the decision tree both poorly identified occupational health survey participants at increased risk of mental LTSA. OHPs could use the decision tree to determine if mental LTSA risk factors should be explored in the preventive consultation which follows after completing the survey questionnaire.

scholarly journals The importance of clinical and labour market histories in psychiatric disability retirement: analysis of the comprehensive Finnish national-level RETIRE data

2019 ◽  
Vol 55 (8) ◽  
pp. 1011-1020 ◽  
Author(s):  
S. Pirkola ◽  
J. Nevalainen ◽  
M. Laaksonen ◽  
S. Fröjd ◽  
K. Nurmela ◽  
...  
Keyword(s):  
Mental Disorders ◽  
Labour Market ◽  
Work Ability ◽  
Disability Pension ◽  
National Level ◽  
Psychiatric Disability ◽  
Permanent Disability ◽  
Returning To Work ◽  
Age And Sex

Abstract Objectives Despite the stable incidence of mental disorders in Finland and Europe, mental health-related occupational disability has been increasing. We unveiled the paths to permanent psychiatric disability, recovery, or death, by analysing sequences of labour market participation. Methods The RETIRE register database includes information regarding all persons (n = 42,170) awarded an ICD-10 psychiatric disability pension between 2010 and 2015 in Finland. We identified clusters of typical paths of pre-retirement labour market history. Controlling for major mental disorders, age, and sex, we evaluated factors associated with returning to work (RTW), or death, over a 5-year follow-up period. Results Only 10.5% of the disabled subjects returned to work within the follow-up. Half of them ended up with a permanent disability pension. Seven distinguishable paths to disability were identified. Subjects in the cluster characterized by steady employment were relatively often females, lost their work ability due to affective disorders, and had the highest rate of returning to work (16.3%). Mortality was highest (9%) among the cluster characterized by long-term unemployment. Distributions of major diagnostic groups, as well as age and sex, differed between clusters. After their adjustment in the analysis of RTW or death, the identified labour market history paths prior to losing work ability remained as important independent prognostic factors for both outcomes. Conclusions The complex retirement process involves identifiable clinical and contextual associating factors. Labour market history patterns associate with varying prognoses after psychiatric retirement. Prolonged unemployment appears as a predictor of relatively poor prognoses, whereas employment indicates the opposite.

scholarly journals ‘Return to Work’ Coordinator Model and Work Participation of Employees: A Natural Intervention Study in Finland

2021 ◽  
Author(s):  
Johanna Kausto ◽  
Tuula Oksanen ◽  
Aki Koskinen ◽  
Jaana Pentti ◽  
Pauliina Mattila-Holappa ◽  
...  
Keyword(s):  
Return To Work ◽  
Sickness Absence ◽  
Work Ability ◽  
Intervention Study ◽  
Total Population ◽  
Relative Increase ◽  
Intervention Period ◽  
Post Intervention ◽  
Disability Retirement

AbstractPurpose Employers increasingly use ‘return to work’ (RTW) coordinators to support work ability and extend working careers, particularly among employees with reduced work ability. We examined whether applying this model was associated with changes in employee sickness absence and disability retirements. Methods We used data from the Finnish Public Sector study from 2009 until 2015. Employees where the model was introduced in 2012 constituted the cases (n = 4120, one municipality) and employees where the model was not in use during the follow-up, represented the controls (n = 5600, two municipalities). We analysed risk of disability retirement in 2013–2015 and risk of sickness absence after (2013–2015) vs. before (2009–2011) intervention by case–control status. Results The incidence of disability retirement after the intervention was lower in cases compared to controls both in the total population (hazard ratio HR = 0.49, 95% CI 0.30–0.79) and in the subgroup of participants with reduced work ability (HR = 0.34, 95% CI 0.12–0.99). The risk of sickness absence increased from pre-intervention to post-intervention period both among cases and controls although the relative increase was greater among cases (RRpost- vs. pre-intervention = 1.26, 95% CI 1.14–1.40) than controls (RRpost- vs. pre-intervention = 1.03, 95% CI 0.97–1.08). In the group of employees with reduced work ability, no difference in sickness absence trends between cases and controls was observed. Conclusions These findings suggest that RTW-coordinator model may increase employee sickness absence, but decrease the risk of disability retirement, i.e., permanent exclusion from the labour market.

scholarly journals Effect of an eHealth Intervention to Reduce Sickness Absence Frequency Among Employees With Frequent Sickness Absence: Randomized Controlled Trial (Preprint)

2018 ◽  
Author(s):  
Annette Notenbomer ◽  
Corné Roelen ◽  
Johan Groothoff ◽  
Willem van Rhenen ◽  
Ute Bültmann
Keyword(s):  
Randomized Controlled Trial ◽  
Sickness Absence ◽  
Work Ability ◽  
Controlled Trial ◽  
Occupational Physician ◽  
Randomized Controlled ◽  
Physician Consultation ◽  
Physician Group ◽  
Ehealth Intervention

BACKGROUND Frequent sickness absence—that is, 3 or more episodes of sickness absence in 1 year—is a problem for employers and employees. Many employees who have had frequent sickness absence in a prior year also have frequent sickness absence in subsequent years: 39% in the first follow-up year and 61% within 4 years. Moreover, 19% have long-term sickness absence (≥6 weeks) in the first follow-up year and 50% within 4 years. We developed an electronic health (eHealth) intervention, consisting of fully automated feedback and advice, to use either as a stand-alone tool (eHealth intervention–only) or combined with consultation with an occupational physician (eHealth intervention–occupational physician). OBJECTIVE This study aimed to evaluate the effect of the eHealth intervention, with or without additional occupational physician consultation, to reduce sickness absence frequency for employees with frequent sickness absence, versus care as usual (CAU). METHODS This study was a three-armed randomized controlled trial. Employees with frequent sickness absence received invitational letters, which were distributed by their employers. The primary outcome measure was the number of register-based sickness absence episodes 12 months after completing the baseline questionnaire. Secondary outcome measures were register-based total sickness absence days and self-assessed burnout, engagement, and work ability. In a process evaluation 3 months after baseline, we examined adherence to the intervention and additional actions such as general practitioner and occupational physician visit, communication with the manager, and lifestyle change. RESULTS A total of 82 participants were included in the analyses, 21 in the eHealth intervention–only group, 31 in the eHealth intervention–occupational physician group, and 30 in the CAU group. We found no significant difference in sickness absence frequency between the groups at 1-year follow-up. Sickness absence frequency decreased in the eHealth intervention–only group from 3 (interquartile range, IQR 3-4) to 1 episode (IQR 0.3-2.8), in the eHealth intervention–occupational physician group from 4 (IQR 3-5) to 3 episodes (IQR 1-4), and in the CAU group from 3 (IQR 3-4) to 2 episodes (IQR 1-3). For secondary outcomes, we found no significant differences between the intervention groups and the control group. The process evaluation showed that only 3 participants from the eHealth intervention–occupational physician group visited the occupational physician on invitation. CONCLUSIONS Among employees with frequent sickness absence, we found no effect from the eHealth intervention as a stand-alone tool in reducing sickness absence frequency, nor on total sickness absence days, burnout, engagement, or work ability. This might be due to low adherence to the intervention because of insufficient urgency to act. We cannot draw any conclusion on the effect of the eHealth intervention tool combined with an occupational physician consultation (eHealth intervention–occupational physician), due to very low adherence to the occupational physician consultation. An occupational physician consultation could increase a sense of urgency and lead to more focus and appropriate support. As this was the first effectiveness study among employees with frequent sickness absence, strategies to improve recruitment and adherence in occupational eHealth are included. CLINICALTRIAL Netherlands Trial Register NTR4316; http://www.trialregister.nl/trialreg/admin/rctview.asp?TC=4316 (Archived by WebCite at http://www.webcitation.org/713DHhOFU).

scholarly journals The new official tourism website of the city of porto: promoting tourism and a wine destination

2012 ◽  
Vol 5 (1) ◽  
pp. 97-123
Author(s):  
João Pedro Capelo ◽  
Susana Ribeiro ◽  
Maria José Ferreira ◽  
Ana Paula Marques ◽  
Fernando Russel Pinto ◽  
...  
Keyword(s):  
Information System ◽  
Early Stage ◽  
Remote Access ◽  
Trip Planning ◽  
Face To Face ◽  
Goods And Services ◽  
Integrated Information System ◽  
Return Journey ◽  
The City

The new website of the city of Porto (www.visitporto.travel), that started development in early 2010 and was activated in May 2011, functions as a tourism marketplace combined with an integrated information system for tourism. This is achieved by combining a series of tools and technologies that provide information and advice and support the acquisition of goods and services. Starting from the early stage of trip planning and remote access (telephone, SMS, email and web), proceeding to the arrival into the city and face to face interactions in e.g. tourist shops, combined with other means of self-information and acquisition of goods and services (e.g. PortoCard), supporting the visit all the way up to eventually leaving the city to visit other destinations, such as the vineyards of the Douro Valley, and coming back to Porto for the return journey, and finishing with the process of feedback and follow-up. This paper describes the rationale behind the creation of this website that intends to be a tourism gateway to the Metropolitan Area of Porto and Northern Portugal with special emphasis on the Douro Valley, and the experience behind the process of designing, implementing and rolling out the new portal, and adapting it to user feedback. Although the website is still under active development some parts of it are already considered to be a success. The most important result seems to be that the website is working as a rally point for the tourism ecosystem, fostering the development of synergies between the different players.

scholarly journals Associations between workplace bullying and later benefit recipiency among workers with common mental disorders

2021 ◽  
Author(s):  
Camilla Løvvik ◽  
Simon Øverland ◽  
Morten Birkeland Nielsen ◽  
Henrik Børsting Jacobsen ◽  
Silje Endresen Reme
Keyword(s):  
Social Support ◽  
Mental Disorders ◽  
Sickness Absence ◽  
Workplace Bullying ◽  
Common Mental Disorders ◽  
Controlled Trial ◽  
Work Participation ◽  
Randomized Controlled

Abstract Objective In this study, we examined exposure to workplace bullying as a predictor of registry-based benefit recipiency among workers struggling with work participation due to common mental disorders. Further, we examined if the experience of receiving social support moderated the association between workplace bullying and benefit recipiency. Design Secondary analyses of a randomized controlled trial. Patients People struggling with work participation due to common mental disorders (CMD). Methods Study participants (n = 1193) were from a randomized controlled trial (The At Work and Coping trial (AWaC), trial registration http://www.clinicaltrials.gov NCT01146730), and self-reported CMD as a main obstacle for work participation. Participants were at risk of sickness absence, currently on sickness absence or on long-term benefits. Benefit recipiency indicated sickness absence and/or long-term benefits (i.e., disability pension) at 6-month follow-up. Results Of the 1193 participants, 36% reported exposure to workplace bullying. Workplace bullying was significantly associated with benefit recipiency at 6-month follow-up (OR 1.41, CI 1.11–1.79). Social support did not moderate the association between bullying and benefit recipiency. Conclusions The finding that workplace bullying increases the risk of later benefit recipiency suggest that bullying is a significant obstacle for work participation.

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