Factors influencing work participation of adults with developmental dyslexia:a systematic review

BACKGROUND: Evidence has been synthesized to determine hindering and facilitating factors associated with the work participation of adults with developmental dyslexia (DD), classified according to the International Classification of Functioning, Disability and Health (ICF). METHODS: A systematic literature review has been performed. Two search strings were used to determine the population and the context of work. The ICF was expanded with two subdivisions: one that made the environmental factors more work-related and a subdivision of personal factors. For data extraction the method known as qualitative metasummary was used and the manifest frequency effect size (MFES) for each category in the ICF was calculated. RESULTS: From 33 included studies 318 factors have been extracted and classified in the ICF. In the classification the frequency of occurrences and the consistency in direction (i.e., hindering or facilitating) have been made visible. The ICF categories with the highest MFES were mental functions with factors like feelings and emotions about dyslexia; activities like reading or writing/spelling; participation with factors like acquiring and keeping a job; social relationships at work where the attitudes and support of the employer and co-workers are important; working conditions with factors like the availability of assistive technology and accommodations on the job; and personal factors like self-disclosure and coping strategies. CONCLUSIONS: In the context of work DD affects nearly all domains of functioning, mostly in a negative way. Within each domain the impact of DD increases over the course of life. To overcome that negative influence, many forms of adaptation, compensation, or coping are mentioned. Also notable is the lack of positive attitudes toward DD of the participants with DD—with the exception of the attitudes of teachers with DD—as well as on the part of colleagues, supervisors, and employers

Een goede overeenkomst is het halve werk:Naar een duurzame werk- en inzetbaarheidsovereenkomst met behulp van het Capability Model

De afgelopen decennia is de functie en betekenis van werk enorm veranderd. Niet alleen wat iemand feitelijk kan en moet doen is belangrijk, ook wat iemand wil én mogelijk kan maken in arbeid doet ertoe. Hierin spelen werkwaarden van werknemers een grote rol. Kijkend vanuit het Capability Model stellen we voor om werkwaarden te includeren in het proces van het aanbieden en aannemen van werk. Dit kan door werkwaarden te verbinden met de missie, visie en bedrijfswaarden van de werk- gever in de vorm van een werk- en inzetbaarheidsovereenkomst; een op wederkerigheid gebaseerde afspraak tussen werkgever en werknemer over de wijze waarop beiden samen invulling willen geven aan (duurzame) inzetbaarheid, in aanvulling op het bestaande arbeidscontract. Deze verdiepende con- tractering vindt plaats in drie stappen. Allereerst biedt de werkgever een werknemer werk aan inclusief geldende arbeidsvoorwaarden die hij gelijktijdig verbindt aan zijn missie en bedrijfswaarden. Vervolgens onderzoekt de werknemer welke werkwaarden voor hem belangrijk zijn, in welke mate deze aansluiten op de bedrijfswaarden én welke afspraken hieruit ontstaan in verantwoordelijkheidsverdeling voor de ontwikkeling van inzetbaarheid van de werknemer. Hierna kunnen werkgever en werknemer tot een werk- en inzetbaarheidsovereenkomst komen, aan het werk gaan en periodiek evalueren in hoeverre zij in staat zijn hun waarden (samen) te realiseren. Het Capability Model geeft zo een handelingskader om te komen tot waarde in werk, betrokkenheid, duurzaam inzetbare werknemers en terugdringing van ziekteverzuim

Factors Influencing the Ability to Achieve Valued Outcomes among Older Long-Term Unemployed People

This qualitative study aims to explore the valuable functionings - things that people consider to be important- of the older long-term unemployed and their ability to achieve valued outcomes. Semi-structured interviews were conducted with 20 long-term unemployed people aged 45 and over. Participants were included through purposeful sampling. The theoretical frameworks of the latent deprivation theory and the capability approach were used to develop an interpretive analysis. Nine valuable functionings were identified: social contact, feeling appreciated, structure, feeling useful, meaningfulness, autonomy, financial resources, paid work, and being active. These valuable functionings were partly accessible through the activities that people performed, varying from physically active and physically passive activities to informal work. The functionings of meaningfulness, autonomy, financial resources, and paid work seemed to be difficult to achieve. We identified three groups. The first consisted of people whose work status changed when they entered the benefit system; for them paid work was still a valuable functioning, and they experienced the most difficulties in achieving valued outcomes. The second group also experienced a change in work status once they started to receive benefits, but those people adapted to their new situation by attributing greater value to other functionings. The third group had no change in work status, e.g., housewives who had applied for a benefit because they were not able to make ends meet after a divorce. This group did not experience a loss of functionings due to unemployment, nor did they try to achieve other functionings. The results of this study indicate a need for a more personalized, tailor-made approach, with an emphasis on an individual’s valued outcomes instead of on rules and obligations

Employable until retirement:How inclusive leadership and HR practices can foster sustainable employability through strengths use

Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE

Exploring the return-to-work process for workers partially returned to work and partially on long-term sick leave due to common mental disorders:a qualitative study

Purpose. We conducted a qualitative study into the return-to-work process of workers partially on sick leave due to common mental disorders. Our objectives were to describe the barriers to a full return to work, solutions, communicating to the working environment and the aim of a full return to work, all as perceived by the workers. Method. Workers who had partially returned to work and were partially on long-term sick leave due to a stress-related, anxiety or depressive disorder were eligible for this study. Fourteen workers were interviewed and the interviews were transcribed verbatim and coded. Results. The perceived main barriers were: inability to set limits, recognise exhaustion and to control cognitions and behaviour such as perfectionism. A general pattern in the process was that all workers perceived barriers to a full return to work; most workers were able to mention solutions; all workers aimed for a full return to work, and after some time all workers were met with sufficient understanding and social support from their supervisor and health care professional. However, hardly any worker intended to implement or utilise the solutions at the workplace, except the structural adaptations of the work demands. Conclusions. The pattern we found suggests a critical intention-behaviour gap between solutions and intentions for a full return to work and its implementation at work. This implies that we should develop new interventions that focus on helping workers and their environment to bridge this gap

A study on the impact of work motivation and job search behavior on reemployment among the unemployed aged 45 and older

Knowing that the number of older long-term unemployed increases, research is needed to get insight into the relationships between work motivation, job search behavior and re-employment success among the older unemployed. Previous studies indicated that work motivation and job search behavior can contribute to reemployment