The DM program has shown to be effective and efficient .
Nevertheless , some components are emphasized more than others ; job accommodation , facilitation of transitional duty , communication between all stakeholders , health care provider advice , early intervention , and acceptance , goodwill and trust in the stakeholders , in the organization , and in the disability management process
BACKGROUND Disability management ( DM ) is a systematic method to ensure job-retention and job-reintegration in competitive employment for individuals with a disability .
There is evidence that ' returning to work ' has a positive impact on the individual , the company and on the society .
However , a clear overview of the efficacy and efficiency of the DM programs is scarce .
OBJECTIVE To systematic ally review the efficacy and efficiency of the disability management programs .
Disability management practices in education, hotel/motel, and health care workplaces.
BACKGROUND The high costs and the impact of work disability have become a growing concern for workplaces . As a result , workplace disability management approaches have been developed to lower disability costs , protect the employability of workers , and promote early return to work . METHODS A stratified r and om sample of 455 employers in education ( n = 157 ) , hotel/motel ( n = 110 ) , and health care ( n = 188 ) sectors who completed a mailed Organizational Policies and Practice s ( OPP ) question naire is reported . The OPP question naire asked questions about eight workplace disability management practice s. The article examined the multi-dimensionality , internal consistency , and discriminant validity of the OPP and compares disability management practice s across the three sectors . RESULTS The OPP question naire showed good internal consistency ( Cronbach 's alpha = 0.95 ) and discriminant validity . A one-way analysis of variance ( ANOVA ) for each of the eight subscales demonstrated that there were statistically significant differences between the sectors in ergonomic practice s ( F ( 2,452 ) = 15.8 , P < 0.001 ) , disability case management ( F ( 2,452 ) = 4.6 , P < 0.01 ) , return to work ( F ( 2,452 ) = 10.3 , P < 0.001 ) , and people-oriented culture ( F ( 2,452 ) = 4.5 , P < 0.01 ) . CONCLUSIONS On examining disability management practice s in education , hotel/motel , and health care sectors , the OPP seems to be a promising instrument that can be used to assess and monitor how employers are managing disability
The DM program has shown to be effective and efficient .
Nevertheless , some components are emphasized more than others ; job accommodation , facilitation of transitional duty , communication between all stakeholders , health care provider advice , early intervention , and acceptance , goodwill and trust in the stakeholders , in the organization , and in the disability management process
BACKGROUND Disability management ( DM ) is a systematic method to ensure job-retention and job-reintegration in competitive employment for individuals with a disability .
There is evidence that ' returning to work ' has a positive impact on the individual , the company and on the society .
However , a clear overview of the efficacy and efficiency of the DM programs is scarce .
OBJECTIVE To systematic ally review the efficacy and efficiency of the disability management programs .