Document Detail

Employee retention and integrated disability management practices as demand side factors.
MedLine Citation:
PMID:  20140484     Owner:  NLM     Status:  In-Process    
INTRODUCTION: Demand-side employment research on company policies and practices related to retention and absence and disability management (ADM) can contribute to our understanding of employment issues related to people with disabilities from the employers' perspective.
AIM: To examine company ADM and retention practices and their effectiveness, as well as how these company policies and practices might influence hiring of people with disabilities.
METHOD: Disability Management Employer Coalition employer members (N = 650) were surveyed by internet and the survey data were analyzed using descriptive statistics, correlation, and multiple regression.
RESULTS: Ninety-five participants responded to the survey resulting in a response rate of 14%. Retention practice was found to be associated with retention effectiveness (r = .39, P < .01). Items most highly correlated with retention effectiveness address the provision of development opportunities to employees at every level, seeking the ideas and involvement of employees, and assuring they know how their work and performance support the mission. ADM practice was related to improving health and managing health conditions (r = .26, P < .05) and resolving disability and bringing back to work (r = .37, P < .01). Consistent RTW procedures (r = .21), employee-oriented culture (r = .23), safety/risk prevention (r = .21), and very early intervention (r = .21) correlated with delaying/preventing employment exits related to health impairment. Retention practice, ADM practice, retention effectiveness, ADM effectiveness and disability attitudes comprised a model to predict the hiring of people with disabilities. The six-predictor model was significant, F(6, 86) = 13.54, P < .001 and accounted for 49% of the variance in hiring. However, only the disability attitudes factor (β = .628, P < .001) was found to be significantly associated with hiring.
CONCLUSIONS: Findings substantiate a positive relationship among retention practices, ADM practices and outcomes. Both are associated with retaining employees who develop potentially disabling conditions; but they are not directly connected to hiring people with disabilities. These appear to be two different policy and practice issues within most companies.
Rochelle Habeck; Allan Hunt; Colleen Head Rachel; John Kregel; Fong Chan
Related Documents :
8633424 - Cost analysis and the practicing radiologist/manager: an introduction to managerial acc...
14513744 - Corporate culture: the missing piece of the healthcare puzzle.
24452634 - Utilization of fibroscan in clinical practice.
12389534 - Towards 2020 strategic triad partnerships in ict and healthcare: bridging the chasms in...
22003404 - Predictors for adolescent visits to practitioners of complementary and alternative medi...
21451394 - The hunterian laboratory of experimental medicine.
Publication Detail:
Type:  Journal Article; Research Support, U.S. Gov't, Non-P.H.S.    
Journal Detail:
Title:  Journal of occupational rehabilitation     Volume:  20     ISSN:  1573-3688     ISO Abbreviation:  J Occup Rehabil     Publication Date:  2010 Dec 
Date Detail:
Created Date:  2010-11-15     Completed Date:  -     Revised Date:  -    
Medline Journal Info:
Nlm Unique ID:  9202814     Medline TA:  J Occup Rehabil     Country:  Netherlands    
Other Details:
Languages:  eng     Pagination:  443-55     Citation Subset:  IM    
Habeck & Associates, 4163 Hillandale Drive, Kalamazoo, MI 49008, USA.
Export Citation:
APA/MLA Format     Download EndNote     Download BibTex
MeSH Terms

From MEDLINE®/PubMed®, a database of the U.S. National Library of Medicine

Previous Document:  Workplace Health Understandings and Processes in Small Businesses: A Systematic Review of the Qualit...
Next Document:  Barriers to Cancer Screening in Hmong Americans: The Influence of Health Care Accessibility, Culture...