None listed
Conditions
Brief summary
The primary goal of the Return to Work study is to help supervisors to better support their injured or ill workers so that these workers can achieve sustainable return to work (RTW). Previous research has found that improved supervisor and employee relationships could assist in sustainable RTW. However, supervisors may be unsure about how to best support the employee, or they may get busy or overwhelmed. The study's main hypothesis is that addressing supervisors’ cognitive overload, decision fatigue and availability bias through behavioural interventions may improve worker-supervisor relationships and consequently improve sustainable return to work rates. This study will evaluate the effect of materials package for supervisors to assist them in supporting their injured or ill workers during their absence and through the various stages of the return to work process. The outcomes examined in this study include the RTW rate, supervisor confidence and behaviours in supporting their employees, employee's perceived level of support from their supervisor and perceived usefulness of intervention materials.
Interventions
The intervention materials in this study is a supervisor support package that is specifically designed for this study. Therefore, no references are available. The materials are all in electronic format.
The materials are developed based on the literature review, consultation with academics in the RTW field, rehabilitation experts and case managers who will be involved in the roll out of the intervention.
The intervention package includes:
• ‘Early contact’ reminder email
o A checklist for new
The intervention materials in this study is a supervisor support package that is specifically designed for this study. Therefore, no references are available. The materials are all in electronic format. The materials are developed based on the literature review, consultation with academics in the RTW field, rehabilitation experts and case managers who will be involved in the roll out of the intervention. The intervention package includes: • ‘Early contact’ reminder email o A checklist for new cases o An ‘early contact’ conversation starter o An introductory video • ‘Keep in touch’ reminder email o Checklist o ‘Regular check-ins’ conversation starter • ‘Preparing to return’ reminder email o ‘Preparing to return’ conversation starter o Suitable duties guide • ‘First week back’ reminder email • ‘First three months’ reminder email The materials are aimed at better supporting supervisors and helping to address cognitive overload. It is theorized that this would lead to injured workers feeling supported by their supervisors and good supervisors and employee relationships. Supportive relationships at work, particularly that of supervisors have been shown to be an important factor in stable return to work of injured workers. The reminders and materials will be sent by case managers to supervisors at appropriate times throughout the process (five specific time points tailored to the stage that a particular case is at).
Sponsors
Behavioural Economics Team of the Australian Government, PM&C
Study design
Allocation
Non-randomised trial
Intervention model
Single group
Primary purpose
Treatment
Masking
Open (masking not used)
Eligibility
Sex/Gender
All
Age
18 Years to No maximum
Healthy volunteers
No
Inclusion criteria
The key inclusion criteria are employees, managers and case managers involved in a return to work process at participating agencies who are aged over 18 years and sickness absence for longer than ten days (of the employee). Injured/ill employees who require a RTW process from the intervention launch date, along with relevant managers, will be in scope for the study as treatment group participants. Managers and employees with recent experience of the standard return to work process prior to the intervention will be included as a comparison group.
Exclusion criteria
Employees who are in extreme physical or mental distress Employees who are involved in challenging relationships with their managers (if alternative managers cannot be used for intervention delivery due to the nature of the situation) Note: case managers will be able to provide further information on who these employees are in order to exclude them from the study
Outcome results
None listed