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dc.contributor.authorWagner, Shannon
dc.contributor.authorBuys, Nicholas
dc.contributor.authorYu, Ignatius
dc.contributor.authorGeisen, Thomas
dc.contributor.authorHarder, Henry
dc.contributor.authorRandall, Christine
dc.contributor.authorFraess-Phillips, Alex
dc.contributor.authorHassler, Benedikt
dc.contributor.authorScott, Liz
dc.contributor.authorLo, Karen
dc.contributor.authorTang, Dan
dc.contributor.authorHowe, Caroline
dc.date.accessioned2017-08-25T12:31:38Z
dc.date.available2017-08-25T12:31:38Z
dc.date.issued2018
dc.identifier.issn0963-8288
dc.identifier.doi10.1080/09638288.2017.1284907
dc.identifier.urihttp://hdl.handle.net/10072/340095
dc.description.abstractPurpose: To provide an international analysis of employees’ views of the influence of disability management (DM) on the workplace. Methodology: An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Analysis: Multiple linear (enter) regression was also employed to predict DM’s influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents’ perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. Results: The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. Conclusions: There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers.
dc.description.peerreviewedYes
dc.languageEnglish
dc.language.isoeng
dc.publisherTaylor & Francis
dc.relation.ispartofpagefrom1
dc.relation.ispartofpageto10
dc.relation.ispartofjournalDisability and Rehabilitation
dc.subject.fieldofresearchCare for Disabled
dc.subject.fieldofresearchMedical and Health Sciences
dc.subject.fieldofresearchcode111703
dc.subject.fieldofresearchcode11
dc.titleInternational Employee Perspectives on Disability Management
dc.typeJournal article
dc.type.descriptionC1 - Articles
dc.type.codeC - Journal Articles
gro.description.notepublicThis publication has been entered into Griffith Research Online as an Advanced Online Version.
gro.hasfulltextNo Full Text
gro.griffith.authorBuys, Nicholas J.
gro.griffith.authorRandall, Christine U.
gro.griffith.authorHowe, Caroline


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