Affiliations: [a]
Griffith University, QLD, Australia
| [b]
University of Northern British Columbia, BC, Canada
| [c] Fachhochschule Nordwestschweiz, Switzerland
| [d]
Hong Kong Workers’ Health Centre, Hong Kong
Correspondence:
[*]
Address for correspondence: Professor Nicholas Buys, G40_8.68, Griffith Health Centre, Gold Coast Campus, Griffith University, QLD 4222, Australia. Tel.: +61 0 7 5678 9280; E-mail: [email protected].
Abstract: BACKGROUND:Organizational culture has received increasing attention in terms of its influence on workplace health and productivity, yet there has been little research on its relationship with employer-based disability programs. OBJECTIVE:This study explored the relationship between disability management and organizational culture in Australian and Canadian organizations. METHODS:Thematic analysis was conducted on data from semi-structured interviews with 16 employees, including injured workers, human resource managers and disability managers in two Australian and two Canadian large organizations. RESULTS:Seven themes were identified: 1. Consistency between espoused beliefs and artifacts in organization; 2. Genuineness of interest in well-being of injured worker; 3. Level of ongoing support of worker following injury; 4. Communication with injured workers; 5. Level of support from supervisors and co-workers; 6. Promptness in claims processing and covering medical costs and; 7. Focus on wellness and injury prevention. It was found that organizational culture may impact the delivery and perceived value of employer-based disability management programs. CONCLUSIONS:Given the potential relationship between organizational culture and disability management, employers should facilitate a positive workplace culture by ensuring consistency among underlying values, espoused values and actual treatment of employees, including injured workers.
