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Table 3 Perspectives of human resource managers on what is needed to ensure that chronically ill employees can continue to work: clusters, statements and priority ratings.*

From: Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

Clusters/statements Cluster median/Item mean scores
Cluster 1. Company policy 4.1
1. The employer must realize that the employee should not continue to work in a situation that is no longer healthy. 4.4
2. The work/job must be matched to the employee's condition. 4.3
3. The employer must be able to make demands on chronically ill employees. 4.1
4. Managers must also be concerned with the consequences of the employee's illness for his or her colleagues. 4.1
5. The organization should reflect on what it means to be a good employer for chronically ill employees. 4.1
6. The organization needs to come to a clear agreement about its norms regarding chronically ill employees. 3.9
7. As much as possible, the needs of the employee should be met, taking into account the organization's capabilities. 3.7
8. Chronically ill employees must understand the capabilities and limitations of their colleagues. 3.6
Cluster 2. Culture of trust and openness 3.9
1. Mutual trust between manager and the employee. 4.5
2. Good contact between manager and employee. 4.4
3. There must be good contact between manager, occupational physician and employee. 4.3
4. A manager who creates time and space to listen to chronically ill employees. 3.9
5. Chronically ill employees must not conceal that they are ill. 3.6
6. There must be openness about this topic within the organization. 3.5
7. Chronically ill employees must be open with colleagues about their condition. 3.4
Cluster 3. Shared responsibility 3.8
1. The manager and the employee need to share responsibility for the employee's employability. 2. The employee's fear of negative consequences should be alleviated. 4.2 3.9
3. Chronically ill employees must make their own decisions. 3.8
4. Chronically ill employees must not be ashamed to talk about their condition. 3.8
5. Chronically ill employees must not set one-sided limits. 3.7
6. Chronically ill employees must realize that privacy is not always possible. 3.3
Cluster 4. Managers and personnel officers must have knowledge of chronic disease and its impact on work. 3.6
1. The manager must know the work-related risk factors for the employee. 4.1
2. The manager must know what options s/he has to facilitate good job performance. 4.0
3. The manager must know the difference between chronic illness and sick leave. 3.6
4. The personnel officer must know the difference between chronic illness and sick leave. 3.5
5. The manager must have knowledge about the disease to be able to act proactively. 3.5
6. The manager must be aware of the meaning of the medical diagnosis. 3.4
7. The personnel officers must know the employees who have a chronic illness. 3.1
Cluster 5. Work adaptations 3.5
1. Suitable work is being sought. 3.8
2. The company health service must know the employees who are ill. 3.6
3. The HRM department must implement adaptations for chronically ill workers (elevator, wheelchairs). 3.5
4. The organization needs to pay attention to best practices in this area. 3.3
Theme 6. Support services within the company 2.9
1. Chronically ill employees need to be given guidance. 3.4
2. The organization needs to create a focal point with specific expertise regarding chronically ill employees. 2.7
3. The organization needs to create an in-house resource with specific information about chronic illness. 2.5
  1. * Lengthy statements have been rephrased