Implementation Science and Employer Disability Practices: Embedding Implementation Factors in Research Designs.
Implementation Science and Employer Disability Practices: Embedding Implementation Factors in Research Designs.
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实施科学和雇主残疾实践：研究设计中的实施因素。
DOI：
10.1007/s10926-016-9677-7
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发表时间：
2016-12
影响因子：
3.3
通讯作者：
Hopkinton Conference Working Group on Workplace Disability Prevention
中科院分区：
文献类型：
--
作者：
Main CJ;Nicholas MK;Shaw WS;Tetrick LE;Ehrhart MG;Pransky G;Hopkinton Conference Working Group on Workplace Disability Prevention
研究目的为了使工作障碍研究对雇主政策和做法产生影响，这种研究必须承认并纳入工作场所的相关方面。本文的目标是总结最近的理论和方法的进展，在该领域的实施科学，与这些雇主残疾管理实践的研究，并建议未来的研究重点。方法作者参加了为期一年的合作，最终在邀请3天的会议，“改善雇主实践的研究，以防止残疾”，10月14日至16日，2015年，在霍普金顿，MA，美国。合作包括文献的专题审查，小组电话会议，以确定关键领域和挑战，起草初始文件，审查行业出版物，以及包括同行研究人员反馈的会议演示和与具有直接雇主经验的知识专家特别小组的问答环节。结果一个包括外部和内部环境的4阶段实施模型被采纳为最合适的概念框架，并与工作残疾预防文献和灰色文献中描述的过程评估因素集保持一致。涉及残疾风险筛查和基于心理的干预措施的创新干预措施在雇主和保险公司中的吸引力一直很慢。解决这一问题的研究建议是：（1）除了个人因素外，还要评估组织文化和变革准备情况;（2）在对照试验的同时进行过程评估;（3）分析利益相关者的决策因素;（4）在研究设计的早期阶段征求雇主和保险公司的意见。结论未来的研究干预措施，包括工作场所的支持和参与，以防止残疾可能是更可行的实施，如果组织决策因素嵌入在研究设计和干预措施的发展，以考虑到这些影响。
Purpose For work disability research to have an impact on employer policies and practices it is important for such research to acknowledge and incorporate relevant aspects of the workplace. The goal of this article is to summarize recent theoretical and methodological advances in the field of Implementation Science, relate these to research of employer disability management practices, and recommend future research priorities. Methods The authors participated in a year-long collaboration culminating in an invited 3-day conference, “Improving Research of Employer Practices to Prevent Disability”, held October 14–16, 2015, in Hopkinton, MA, USA. The collaboration included a topical review of the literature, group conference calls to identify key areas and challenges, drafting of initial documents, review of industry publications, and a conference presentation that included feedback from peer researchers and a question/answer session with a special panel of knowledge experts with direct employer experience. Results A 4-phase implementation model including both outer and inner contexts was adopted as the most appropriate conceptual framework, and aligned well with the set of process evaluation factors described in both the work disability prevention literature and the grey literature. Innovative interventions involving disability risk screening and psychologically-based interventions have been slow to gain traction among employers and insurers. Research recommendations to address this are : (1) to assess organizational culture and readiness for change in addition to individual factors; (2) to conduct process evaluations alongside controlled trials; (3) to analyze decision-making factors among stakeholders; and (4 ) to solicit input from employers and insurers during early phases of study design. Conclusions Future research interventions involving workplace support and involvement to prevent disability may be more feasible for implementation if organizational decision-making factors are imbedded in research designs and interventions are developed to take account of these influences.