Employees’ experience of supervisor behaviour – a support or a hindrance on their return-to-work journey with a CMD? A qualitative study

Source avec lien : Work & Stress, (En ligne). 10.1080/02678373.2022.2145622

Les superviseurs jouent un rôle important dans le soutien des employés lors de leur retour au travail après une absence pour cause de maladie due à des troubles mentaux courants, à savoir le stress, l’anxiété et la dépression. Nous avons examiné la perception qu’ont les employés des attitudes et des comportements de leurs superviseurs avant, pendant et après une absence pour maladie due à des troubles mentaux communs, en mettant l’accent sur le retour au travail.

Supervisors play an important role in supporting employees to return to work following sickness absence due to common mental disorders; stress, anxiety and depression, however, employees may not always feel supported. We examined employees’ perceptions of their supervisors’ attitudes and behaviours pre, during and following sickness absence due to common mental disorders, placing a particular focus on post-return. In a qualitative study, using purposeful sampling, we recruited and interviewed 39 returned employees up to four times. We identified three types of supervisor behaviours: the compassionate, the indifferent and the demeaning. Compassionate supervisors possessed empathy and communication skills, worked collaboratively to identify appropriate work adjustments and provided ongoing support and adjustment. Indifferent supervisors lacked the skills and motivation to support returning employees. They did what was required according to organisational policies. Demeaning supervisors lacked understanding and displayed stigmatising behaviour. The results extend our understanding of how supervisors may support returned employees in two ways: First, our results identified three distinct sets of supervisor behaviours. Second, the results indicate that it is important to understand return to work as lasting years where employees are best supported by supervisors making adjustments that fit the needs of returned employees on an ongoing basis.

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