http://www.loc.gov/mods/v3 http://www.loc.gov/standards/mods/v3/mods-3-2.xsd
proactive stategies for supporting employees and doing well by doing good
Society for Occupational Health Psychology
1 online resource (xiii, 218 pages) : illustrations.
"People with chronic health conditions (CHCs) make up a large and integral part of the workforce. And, while few would deny that CHCs can create challenges for both workers and their employing organizations, there are misperceptions about how best to support affected employees. Typical supports that organizations have historically used (including wellness programs and return-to-work programs) are insufficient to meet the under-recognized needs of employees with CHCs. This book translates research and provides practical solutions and steps for implementing a more proactive, integrated approach to help leaders and frontline managers better support their employees, and to help organizations gain a competitive advantage through attracting and retaining valued employees. This book first provides background information on CHCs, disabilities, the legal landscape, and typical supports organizations have historically used (Part 1), followed by information on complex and common work-health challenges faced by employees, managers, and organizations (Part 2). Part 3 provides proactive solutions that leaders, frontline managers, human resource professionals, coaches, consultants, and other practitioners can enact at the levels of the organization (culture, benefits, policies), the job (autonomy, flexibility, supervisor support, job accommodations), and the individual employee (coaching, mentoring, group programs). Readers will take away from this book a comprehensive understanding of both the importance of, and how to implement, changes at all three of these levels to decrease stigma and promote employee well-being, inclusion, and work ability. Readers will also gain tools to help them make a business case for taking a more proactive approach to supporting employees with CHCs"--
Cover -- Series Page -- Title Page -- Copyright Page -- Dedication Page -- Contents -- Preface -- Acknowledgments -- Introduction -- Part I. Background -- 1 Overview, Prevalence, and Burden -- 1.1 Definition and Overview -- 1.2 Work-Health Challenges -- 1.3 Prevalence -- 1.3.1 Age -- 1.3.2 Sex and Gender -- 1.3.3 Race and Ethnicity -- 1.3.4 Socioeconomic Status -- 1.3.5 Multiple CHCs -- 1.3.6 Chronic Pain -- 1.3.7 Long COVID -- 1.4 Costs -- 1.4.1 Direct Financial Costs -- 1.4.2 Indirect Financial Costs -- 1.4.3 Financial Burdens to Individuals -- 1.4.4 Psychosocial Costs -- 1.5 Takeaways
2 Disability and the Legal Landscape -- 2.1 Understanding Disabilities -- 2.1.1 Medical Model -- 2.1.2 Social Model -- 2.1.3 Defining Disability -- 2.1.4 Chronic Health Conditions as Disabilities -- 2.2 US Law -- 2.2.1 Preventing Disability Discrimination: ADA and ADAAA -- 2.2.2 Other ADA Provisions -- 2.2.3 Rehabilitation Act of 1973 and Sections 501, 503, 504, and 508 -- 2.2.4 Family and Medical Leave Act -- 2.2.5 Health Insurance Portability and Accountability Act -- 2.3 Takeaways and Recommendations -- 3 Intervention Framework and Typical Approaches
3.1 Primary, Secondary, and Tertiary Intervention Framework -- 3.1.1 Primary Prevention Strategies -- 3.1.1.1 Workplace Wellness Programs -- 3.1.2 Secondary Prevention Strategies -- 3.1.3 Tertiary Prevention Strategies -- 3.2 Return-to-Work (RTW) Programs as Tertiary Prevention -- 3.2.1 Components of RTW Programs -- 3.2.2 Effectiveness of RTW Programs -- 3.2.3 Additional Factors That Affect Successful RTW -- 3.3 A Case for More Proactive Approaches -- 3.4 Takeaways and Recommendations -- Part II. Challenges -- 4 Work-Health Challenges for Workers and Practical Tips for Managers
4.1 Organizing Frameworks -- 4.1.1 The Job Demands-Resources Model and Work Ability -- 4.1.2 Spoon Theory -- 4.2 Work-Health Challenges -- 4.2.1 Work-Health Management Interference -- 4.2.2 Maintaining Work Ability Despite Symptoms -- 4.2.3 Stigma and Discrimination -- 4.2.4 Disclosure and Identity Management -- 4.2.5 Career and Work Identity Implications -- 4.3 Final Points -- 4.4 Takeaways and Recommendations -- 5 Organizational Challenges and Hindrances to Supporting Workers -- 5.1 Operational and Other Practical Management-Related Challenges
5.2 Lack of Understanding and Compassion, Stigma, and Discrimination -- 5.3 Employees Not Disclosing CHCs -- 5.4 Lack of Knowledge and Skills to Handle CHC-Related Issues -- 5.5 Unsupportive Organizational Culture -- 5.6 Lack of Communication and Cooperation between Various Stakeholders -- 5.7 Takeaways and Recommendations -- Part III. Strategies -- 6 Organization-Focused Strategies -- 6.1 Benefits -- 6.1.1 Healthcare Coverage -- 6.1.2 Life Insurance and Long-Term Care Insurance -- 6.1.3 Time Off Benefits and Policies -- 6.1.4 Disability Benefits -- 6.1.5 Employee Assistance Programs
Includes bibliographical references and index.
Occupational health psychology: current directions in worker health, safety, and well-being
New York, NY : Oxford University Press, [2025]