Bakgrund: Sverige är ett av de länder som har högst sjukfrånvaro och för att minska den, med dess konskekvenser för individen och samhället, inrättades Sjukskrivningsmiljarden. Det gav hälso- och sjukvården ökade möjligheter att med sjukskrivningskoordinatorer effektivisera rehabiliteringen av de sjukskrivna. Den sjukskrivne upplever konsekvenser ur flera aspekter, inte minst avseende livskvaliteten. Sjukskrivningslängden står i direkt samband med den sjukskrivnes självförmåga till rehabilitering och desto längre sjukperioden är desto svårare är det att återgå till arbetet. Studier, såsom den av Noordik et al. (2011), menar att om den sjukskrivne upplever ett stöd från omgivningen stärks självförmågan och därmed ökar möjligheten till rehabilitering och återgång till arbetet. Syfte: Studiens syfte var att beskriva sjukskrivningskoordinerande sjuksköterskors erfarenheter av arbetet med att stärka sjukskrivnas självförmåga. Metod: Genom en kvalitativ design genomfördes semistrukturerade intervjuer med åtta sjukskrivningskoordinerande sjuksköterskor. Intervjuerna analyserades med hjälp av manifest innehållsanalys. Resultat: Tre kategorier framkom i resultatet. Kategorin Koordinatorns behov och förutsättningar för att kunna stärka den sjukskrivnes självförmåga belyser de kunskaper och faktorer som möjliggör ett stärkande av den sjukskrivnes självförmåga. Det är bland annat av värde att koordinatorn besitter kunskap om Försäkringskassans regler och att den egna yrkeserfarenheten som sjuksköterska används i mötet med den sjukskrivne. Förhållandet mellan koordinatorn och den sjukskrivne beskriver vikten av en helhetssyn, att vara tillgänglig för den sjukskrivne och risken med att göra för mycket. Den tredje kategorin Genomförande av arbetet som koordinator handlar om erfarenheter kring hur koordinatorn utför sitt arbete. Faktorer som beskrivs är att motivera den sjukskrivne, hjälpa denne finna en begriplighet och koordinatorns samarbete med andra aktörer. Slutsats: Koordinatorer betonar vikten av den sjukskrivnes självförmåga och för att kunna stärka denne behövs en relation som grundar sig på tillit. Helhetsperspektivet gör att koordinatorn kan anpassa insatserna vilket möjliggör en individanpassad rehabilitering och återgång till arbete. / Background: Sweden is one of the countries with the highest sick leave and in order to reduce it, with it´s consequences för the individual and the society, the Swedish government did a financial investment called Sjukskrivningsmiljarden. This increased the ability to, due to the coordinators function, increase the efficiency of patients’ rehabilitation process. Being on sick leave has consequences for patients in many areas, not least the quality of life. The length of sick leave is dependent upon patients´ self-efficacy concerning rehabilitation and returning to work. Research, such as Noordik et al. (2011), also indicates how patients´ self-efficacy can be strengthen by the support from the coordinator and thereby increase the capability to rehabilitation and return to work. Aim: The aim of the study was to describe the sick leave-coordinating nurses’ experiences of strengthening self-efficacy in patients on sick leave. Method: A qualitative approach was used and data was collected by semi-structured interwievs. Eight sick leave-coordinating nurses participated and interviews were analysed with manifest content analysis. Results: Three categories resulted. The category Needs and conditions of the coordinator in order to strengthen the self-efficacy of the patient on sick leave describes the knowledge and factors needed to increase the patients self-efficacy. It is, among other things, important that the coordinator has knowledge in how the social insurance system works and that the coordinator uses her professional experiences as a nurse in contact with patients on sick leave. The relationship between the coordinator and the patient on sick leave describes the value of adopting a holistic perspective, to be available for the patient and the immanent risk of doing too much for the patient. The last category, Conducting the tasks of the coordinator, illustrates perceptions of how the coordinator conducts her work. Coordinators described how to motivate patients; how to support the patient to find comprehensibility; and how coordinators cooperate with other stakeholders. Conclusion: Sick leave-coordinators emphasizes the importance of the self-efficacy of the patient on sick leave. A relationship based in thrust is needed to strengthen the patients self-efficacy. The holistic perspective proposed by the coordinators opens opportunitites to individually adapt each patient´s the process of rehabilitation and return to work.

Sjukskrivningar hos sjuksköterskor är ett utbrett problem, både i Sverige och globalt. Orsaker i arbetsmiljön gör att sjuksköterskor löper risk för sjukskrivning. Syftet med studien var att beskriva orsaker till arbetsmiljörelaterade sjukskrivningar hos sjuksköterskor. En allmän litteraturstudie användes som metod för studien. Studien baserades på nio kvantitativa samt två kvalitativa artiklar. Resultatet visade att orsaker till sjukskrivning hade sitt ursprung i tre områden, som bildade tre kategorier. Sjukvårdsorganisatoriska brister och problem, En psykosocial arbetsmiljö präglad av höga krav och otillfredsställande relationer samt Ogynnsamma förutsättningar i den fysiska arbetsmiljön. Genom att erhålla förståelse och kunskap till vad som bidrar till arbetsrelaterade sjukskrivningar skulle åtgärder kunna vidtas för att främja en god arbetsmiljö både för hälso-och sjukvårdspersonal men även utifrån ett omvårdnadsperspektiv. En djupare förståelse av problematiken ökar möjligheten för sjuksköterskor att ställa krav på organisationen i syfte att ge en patientsäker vård. / Sickness absence in nurses is a widespread problem, both in Sweden and globally. Causes in the working environment make nurses at risk of sick leave. The purpose of the study was to describe the causes of occupational health-related sick leave in nurses. A general literature study was used as a method. The study was based on nine quantitative and two qualitative articles. The results show that several causes of sick leave originated in three areas, which formed three categories. Healthcare organizational shortcomings and problems, A psychosocial work environment characterized by high demands and unsatisfactory relationships, as well as Unfavorable conditions in the physical working environment. By gaining understanding and knowledge of what contributes to work-related sick leave, measures could be taken to promote a good working environment for healthcare professionals, but also from a nursing perspective. A deeper understanding of the problem increases the possibility for nurses to claim the organization in order to provide patient-safe care.

This study sought to identify and explore the contributing factors responsible for the rate of high absenteeism, as a result of sick leave, at the South African Police Service (SAPS) Academy in Paarl. The research also explored international best practices in the management of absenteeism in police organizations. Furthermore, and most importantly, the study puts forward a set of recommendations to the management of SAPS regarding improvements that could address absenteeism and, ultimately, improve service delivery. Data was collected by means of a literature study coupled with semi-structured individual interviews. The interviews were conducted with the most diligent members of the group employees of the SAPS Academy in Paarl who had taken the least sick leave during the 2009-2012 leave cycle. A thorough literature review was conducted; this literature study focused on SAPS directives, inter alia, standing orders, regulations, national instructions and national legislation. In addition, national and international literature on absenteeism in the workplace was consulted. The findings of the study illustrate the impact of absenteeism on service delivery at the SAPS Academy, Paarl. It was established that absenteeism impacts on the morale of diligent members and, in turn, creates innumerable challenges for managers. The recommendations made in this study could contribute towards addressing and alleviating the impact of excessive absenteeism on service delivery at the SAPS Academy, Paarl. In addition, these recommendations could contribute towards addressing these matters within the broader SAPS body in and other government organizations, since absenteeism in the workplace is a general phenomenon. / Police Practice / M. Tech. (Policing)

Thesis (MPA.) --University of Limpopo, 2005 / Refer to the document

Diss. (sammanfattning) Linköping : Univ., 2002. / Härtill 6 uppsatser.

Employees who stay home from work because of mental illness are an increasing number in Sweden. One of the reasons may be the increasing demands on the employees. The purpose of this essay is to investigate the legal context about the employers responsibility with regard to rehabilitation, and also to investigate what happens, mentally and economically, with the employee on a sick leave. The responsibility is wide and the consequences are many. To fulfill the purpose the legal method have been used.   If an employee becomes ill, the employer is responsible to start a rehabilitation. If  the employee is unable to go back to the same work tasks as before, the employer must investigate whether the employee can be of any other use to the employer or not. To let an employee go due to his/her mental illness should only be done as a last resort.   The sick leave may have negative influences for the employee, one example is that the mental illness can be even worse. A sick leave can also involve an economic insecurity, therefore many employees work even if they are ill. / <p>1381</p>

Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The main objective of the study is to examine the components required for the successful implementation of Sickness Absence Management. Although there are various approaches to the management of absence the focus of this study is the implementation of policies which is the most frequently used approach. Sickness Absence Management represents the strategy of the organisation to enhance the performance of human capital by ensuring that employees that are not truly sick, are present at work. The importance of Sickness Absence Management is highly recognised, but few employers record and measure absence. Reasons for this include the complexity of the factors that influence absence and the lack of resources to record absence data, and to calculate and interpret absence indicators and costs. Frustrations from the study include the non-standardisation of absence terminology, and the lack of data on absence statistics. Sickness Absence Management is complicated by the behaviour of people. Absence trends indicate that abuse of sickness absence amounts to an average of 33% of sickness absence and that absence rates are higher in the public than in the private sector. Success factors for Sickness Absence Management include clear, consistent and well-communicated policies and effective information systems with the required functionalities to record absence data and to enable the tracking of absence indicators. Top management commitment transpired as the factor with the biggest influence on the success of Sickness Absence Management. Research indicated that it was better to have a policy than to have no policy at all. The quality of the policy depends on the involvement of employees and the consistent application by supervisors/managers. Furthermore, an effective computer-based information system is crucial for the management of absence. The system should have the required functionalities to enable administration and decision-making on absence issues. A strategy is necessary to set objectives and targets, and communicate commitment from top management. A strategy is also required to ensure the allocation of resources to HR for the Sickness Absence Management. / AFRIKAANSE OPSOMMING: Die vernaamste doelwit van hierdie studie is om die komponente te ondersoek wat nodig is vir die suksesvolle implementering van Siekverlofbestuur. Hoewel daar verskeie benaderings tot die bestuur van siekverlof is, is hierdie studie gerig op beleid wat as die voorkeurbenadering vir die bestuur van siekverlof beskou word. Siekverlofbestuur is die strategie van ’n onderneming om die prestasie van mensekapitaal te versterk deur te verseker dat die personeel wat nie werklik siek is nie, teenwoordig is by die werk. Die belangrikheid van Siekverlofbestuur word hoog aangeskryf, maar min werkgewers teken siekverlof aan of meet dit. Redes hiervoor sluit in die kompleksiteit van die faktore wat siekverlof beïnvloed en die gebrek aan hulpbronne vir die aantekening van siekverlofdata, en die berekening en interpretasie van siekverlofaanduiders en -koste. Frustrasies uit die studie sluit in die nie-standaardisering van siekverlof terminologie en die gebrek aan siekverlof statistiek. Siekverlofbestuur word gekompliseer deur die gedrag van mense. Siekverlof tendense toon aan dat die misbruik van siekverlof gemiddeld 33% van siekte-afwesigheid uitmaak en dat siekverlofkoerse hoër in die openbare as in die private sektor is. Suksesfaktore vir Siekverlofbestuur sluit in duidelike en konsekwente beleid wat behoorlik gekommunikeer word, en doeltreffende inligtingstelsels met die nodige funksionaliteit om siekverlofdata vas te lê en siekverlof aanwysers na te volg. Die verbintenis van topbestuur het na vore gekom as die faktor met die grootste invloed op die sukses van Siekverlofbestuur. Navorsing dui daarop dat dit beter is om 'n beleid te hê as hoegenaamd geen beleid nie. Die gehalte van die beleid hang af van die betrokkenheid van werknemers en die konsekwente toepassing daarvan deur toesighouers/bestuurders. Daarby is 'n doeltreffende rekenaar-gebaseerde inligtingstelsel noodsaaklik vir die bestuur van siekverlof. Die stelsel moet ook die nodige funksionaliteite hê vir administrasie en besluitneming oor siekverlof kwessies. 'n Strategie is nodig om doelwitte en teikens te stel, en om toewyding vanaf topbestuur te kommunikeer. 'n Strategie is ook nodig om die toewysing van hulpbronne vir Siekverlofbestuur na Menslike Hulpbronne te verseker. / cmc2010-1

Background: occupational injuries are common in health care and social welfare professions. Therefore, the municipality of offers all permanent nursing stuff a 20-hour course in staff - assisted transfers. Objective: to investigate the effects of this course in assisted client transfers with respect to self-reported health care professionals approach in moving situations, sick leave, perceived work load and work-related musculoskeletal disorders in the municipal activities, compared with health workers that have not received education during the same time. Method: A Quasi-experimental study with intervention and comparison group of 30 participants in each group. The course was based on the PRECEDE-PROCEED model with focus on 1) predisposing factors, 2) reinforcing and 3) enabling factors as these are considered important for the success when implementing a new work approach. The course was divided into 5 half-days and 20 hours in total. The participants responded to a study specific partly Web-based survey before, immediately after and six months after the education. Repeated measures ANOVA were used for data analyses. Results: The nursing stuff reported no change in working methods; to stimulate the patient's own activity and ability to influence their working load. Health care employees perceived work load in general and linked to transfer situations decreased compared to the comparison group. Number of people with self-reported work-related musculoskeletal disorders decreased and sick-leave increased less in the intervention group after the course. Conclusion: Perceived/self-reported work load related to mobility situations and generally decreased after the movement training. / Bakgrund: Arbetsskador är vanligt förekommande inom vård- och omsorgsyrken. En kommun i Mellansverige utbildar därför all tillsvidareanställd vårdpersonal i en 20 timmars förflyttningsutbildning. Syfte: att undersöka effekterna av en verksamhetsanpassad och kompetensinriktad förflyttningsutbildning inom kommunal verksamhet med avseende på vårdpersonalens självrapporterade arbetssätt i förflyttningssituationer, sjukfrånvaro, upplevd arbetstyngd och arbetsrelaterade besvär, jämfört med vårdpersonal som inte genomgått utbildning under motsvarande tid. Metod: En kvasiexperimentell utvärderingsstudie med intervention- och jämförelsegrupp om 30 deltagare i varje grupp. Utbildningen hade sin grund i modellen PRECEDE-PROCEED med fokus på 1) mottagliggörande faktorer, 2) förstärkande faktorer och 3) möjliggörande faktorer då dessa anses viktiga för att lyckas med implementering av ett nytt arbetssätt. Utbildningen var uppdelad på 5 halvdagar om 20h totalt. Deltagarna fick svara på en studiespecifik delvis webbaserad enkät före, direkt efter och 6 månader efter avslutad utbildning. Repeated measures ANOVA användes för statistisk analys. Resultat: Vårdpersonalen rapporterade ingen förändring i arbetssätt; att stimulera brukarens egen aktivitet och förmåga att påverka sin arbetstyngd. Vårdpersonalens upplevda arbetstyngd generellt och kopplat till förflyttningssituationer minskade jämfört med jämförelsegruppen. Färre personer rapporterade arbetsrelaterade besvär och sjukfrånvaron ökade i mindre omfattning i interventionsgruppen efter utbildning. Slutsats: Arbetsrelaterade besvär och upplevd/självrapporterad arbetstyngd generellt och kopplat till förflyttningssituationer minskade efter genomförd förflyttningsutbildning.

Stress is the most common reason for sick leave in Sweden today. The physical demands are less in today’s work life, but the psychological demands have increased, resulting in increased stress related ill-health. The aim with the current study was to gain an understanding in how individuals that has been or are on stress-related sick leave experience the social support received at the work place and where they experienced that the primary responsibility for the sick leave was. Nine participants from self-help groups for stress was interviewed with a qualitative hermeneutic approach. The interviews were transcribed and analyzed with van Manen’s (1990) “selective or highlighting approach”. The analysis was grounded in four research questions; causes of stress-related sick leave, perceived responsibility for the sick leave, social support, and facilitating factors for returning to work. The result showed that the participants experienced lack of rewards, high demands, low control, lack of social support, insufficient recovery and denial of symptoms of stress. The participants often blamed themselves and took on the primary responsibility. The self-help groups acted as substitute for the lacking social support as well as increased the self-awareness and motivation among the participants.

Made available in DSpace on 2016-04-27T18:12:07Z (GMT). No. of bitstreams: 1 Daniela Ignacio Pacheco.pdf: 656084 bytes, checksum: 369346dd2659d7d1c6fae204031e6fc4 (MD5) Previous issue date: 2015-02-23 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Previous studies show that the teacher s ailments may result from biological origins related to the work environment or its organization. Speech-Language Pathologists have been studying not only the disorders related to the voice, but the ones with musculoskeletal, psychic and vascular origins that we might find among teachers. Objetives: to analyse the medical leaves of teachers from a public school district and to associate the variables age, gender and disease type that determined the leave (ICD-10). Method: this study is retrospective and transversal. The data was provided by the Human Resources Department school district of a city that belongs to São Paulo s county. The medical leaves of teachers who were working registered in the period between march 2007 and may 2013 were analyzed. From the data we studied, the variables age, gender and disease type that determined the leave (ICD-10). We don t have data related to the levels that those teachers work with. Results: 1.801 leaves were registered among 327 teachers. The finds show similar distribution related to the gender. The age average was 39,6 years (20,4 to 61,6 years old). The average time between admission and the first leave was 39,1 months (0,20 and 217,8 months), totalizing 4.775 days. The total time on average sickness absence was 14,6 days (1 and 147). The illness that most determined leaves were those of respiratory system, digestive system disorders, infectious and parasitic diseases, musculoskeletal and conjunctive tissues, according to the International Classification of Diseases (ICD-10). The findings didn t show significant statistic difference comparing those leaves according to gender and age. The infectious and parasitic diseases, musculoskeletal and the factors that influentiate the general health were more frequent in the first semester. Conclusion: The 1.801 medical leaves analysis of 327 teachers, didn t show significant association related to the variables gender and age. The leaves (the majority medical certificates) presented in larger number related to the respiratory and digestive system disorders, infectious and parasitic diseases, musculoskeletal and conjunctive tissues, according to the International Classification of Diseases (ICD-10) / Estudos apontam que o professor adoece por questões de natureza biológica, relacionadas ao ambiente ou à organização do trabalho. Entre as doenças, a Fonoaudiologia tem pesquisado as que analisam a voz do professor, mas as musculoesqueléticas, vasculares, respiratórias e as de origem psíquica também têm sido registradas entre os docentes. Objetivo: analisar as licenças médicas de professores de uma instituição de ensino público municipal e associar estas às variáveis idade, sexo, registro da Classificação Internacional de Doenças (CID-10) e tipos de atestados. Método: esta pesquisa, de natureza retrospectiva e transversal, contou com análise de dados secundários e, portanto, foi encaminhada ao Comitê de Ética em Pesquisa da Pontifícia Universidade Católica de São Paulo, após autorização de Fundação que agrega professores de uma prefeitura localizada na zona oeste de São Paulo. Foram solicitadas ao Departamento de Recursos Humanos da Fundação as planilhas correspondentes às licenças médicas dadas ao corpo docente do município, no período compreendido entre março de 2007 até maio de 2013. Dessa planilha, foram extraídos os dados referentes aos professores, matrícula, sexo, data de nascimento, registro da Classificação Internacional de Doenças (CID-10) e tipo de atestado emitido. Não constavam dados referentes ao nível de ensino dos professores. Resultados: entre as análises de 1.801 licenças correspondentes a 327 professores, verificou-se uma distribuição similar em relação ao sexo. Quanto à idade, a média foi de 39,6 anos (20,4 a 61,6 anos). O tempo médio entre a admissão e a primeira licença foi de 39,1 meses (0,20 e 217,8 meses), totalizando 4.775 dias. O tempo total de afastamento em dias foi em média 14,6 dias (1 e 147 dias). Número maior de licenças foi dado para doenças dos sistemas respiratório, digestivo, infecciosas e parasitárias e do sistema osteomuscular e do tecido conjuntivo, segundo a Classificação Internacional de Doenças (CID-10). Não houve diferença estatística significativa na comparação dessas licenças quando associadas a sexo e idade. As doenças infecciosas e parasitárias do sistema osteomuscular e os fatores que influenciam o estado de saúde foram mais frequentes no primeiro semestre. Conclusão: a análise de 1.801 licenças médicas, referentes a 327 professores, não registrou associação significativa quanto às variáveis sexo e idade. As licenças (maior parte do tipo atestado médico) apresentaram-se em maior número relacionadas a doenças dos sistemas respiratório, digestivo, infecciosas e parasitárias e do sistema osteomuscular e do tecido conjuntivo, segundo a Classificação Internacional de Doenças (CID-10)