|
Cluster 1. Good cooperation between manager and employee
|
3.9
|
|
1. Mutual trust between the manager and the employee.
|
4.4
|
|
2. An employer must be able to make demands on chronically ill employees.
|
4.1
|
|
3. Good contact between manager and employee.
|
3.9
|
|
4. A manager who creates time and space to listen to chronically ill employees.
|
3.8
|
|
5. A manager and an employee who share responsibility for (the employee's) employability.
|
3.8
|
|
Cluster 2. Managers must have knowledge about impact of disease on work
|
3.6
|
|
1. The manager must know the difference between chronic illness and sick leave.
|
3.9
|
|
2. The manager must know the work-related risk factors for the employee.
|
3.7
|
|
3. Employees' fear of negative consequences must be alleviated.
|
3.7
|
|
4. The employer must realize that the employee should not continue to work in a situation that is no longer healthy.
|
3.7
|
|
5. A manager must know which options s/he has to facilitate optimal job performance.
|
3.7
|
|
6. A manager must have knowledge about the disease to be able to act proactively.
|
3.5
|
|
7. A manager must be aware of the meaning of the medical diagnosis.
|
3.2
|
|
Cluster 3. Employees must accept responsibility
|
3.6
|
|
1. Chronically ill employees must make decisions for themselves.
|
4.1
|
|
2. Managers must also be concerned with the consequences of the (employee's) illness for his or her colleagues.
|
3.9
|
|
3. Chronically ill employees must not set one-sided limits.
|
3.8
|
|
4. Chronically ill employees must not be ashamed to talk about their condition.
|
3.8
|
|
5. Chronically ill employees must understand the capabilities and limitations of their colleagues.
|
3.6
|
|
6. Chronically ill employees must not conceal their illness.
|
3.5
|
|
7. Chronically ill employees must be open about their condition with colleagues.
|
3.3
|
|
8. Chronically ill employees must realize that privacy is not always possible.
|
3.3
|
|
Cluster 4. Work accommodations
|
3.6
|
|
1. The work/job must be matched to the employee's condition.
|
3.9
|
|
2. Suitable work must be sought.
|
3.6
|
|
3. As much as possible, the needs of the employee should be met, taking into account the organization's capabilities.
|
3.6
|
|
4. Chronically ill employees need to be given guidance.
|
3.3
|
|
Cluster 5. Information and knowledge transfer within the company
|
3.2
|
|
1. There must be good contact between manager, occupational physician and employee.
|
3.5
|
|
2. The personnel officer must know the difference between chronic illness and sick leave.
|
3.4
|
|
3. Personnel officers must know the employees who have a chronic illness.
|
3.0
|
|
4. The company health service must know the employees who are ill.
|
2.7
|
|
Cluster 6. Company policy
|
3.1
|
|
1. The organization should reflect on what it means to be a good employer for chronically ill employees.
|
4.2
|
|
2. There must be more openness about this topic within the organization.
|
3.3
|
|
3. The organization needs to create an in-house resource with specific information about chronic illness.
|
3.1
|
|
4. The organization needs to pay attention to best practices in this area.
|
3.0
|
|
5. The HRM department needs to implement adaptations for chronically ill workers (elevator, wheelchairs).
|
2.9
|
|
6. The organization needs to come to a clear agreement about its norms regarding chronically ill employees.
|
2.9
|
|
7. The organization needs to create a focal point with specific expertise regarding chronically ill employees.
|
2.6
|
