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Table 2 Perspectives of line managers on what is needed to ensure that chronically ill employees can continue to work: clusters, statements and mean priority ratings. *

From: Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

Clusters/statements Cluster median/Item mean scores
Cluster 1. Good cooperation between manager and employee 3.9
1. Mutual trust between the manager and the employee. 4.4
2. An employer must be able to make demands on chronically ill employees. 4.1
3. Good contact between manager and employee. 3.9
4. A manager who creates time and space to listen to chronically ill employees. 3.8
5. A manager and an employee who share responsibility for (the employee's) employability. 3.8
Cluster 2. Managers must have knowledge about impact of disease on work 3.6
1. The manager must know the difference between chronic illness and sick leave. 3.9
2. The manager must know the work-related risk factors for the employee. 3.7
3. Employees' fear of negative consequences must be alleviated. 3.7
4. The employer must realize that the employee should not continue to work in a situation that is no longer healthy. 3.7
5. A manager must know which options s/he has to facilitate optimal job performance. 3.7
6. A manager must have knowledge about the disease to be able to act proactively. 3.5
7. A manager must be aware of the meaning of the medical diagnosis. 3.2
Cluster 3. Employees must accept responsibility 3.6
1. Chronically ill employees must make decisions for themselves. 4.1
2. Managers must also be concerned with the consequences of the (employee's) illness for his or her colleagues. 3.9
3. Chronically ill employees must not set one-sided limits. 3.8
4. Chronically ill employees must not be ashamed to talk about their condition. 3.8
5. Chronically ill employees must understand the capabilities and limitations of their colleagues. 3.6
6. Chronically ill employees must not conceal their illness. 3.5
7. Chronically ill employees must be open about their condition with colleagues. 3.3
8. Chronically ill employees must realize that privacy is not always possible. 3.3
Cluster 4. Work accommodations 3.6
1. The work/job must be matched to the employee's condition. 3.9
2. Suitable work must be sought. 3.6
3. As much as possible, the needs of the employee should be met, taking into account the organization's capabilities. 3.6
4. Chronically ill employees need to be given guidance. 3.3
Cluster 5. Information and knowledge transfer within the company 3.2
1. There must be good contact between manager, occupational physician and employee. 3.5
2. The personnel officer must know the difference between chronic illness and sick leave. 3.4
3. Personnel officers must know the employees who have a chronic illness. 3.0
4. The company health service must know the employees who are ill. 2.7
Cluster 6. Company policy 3.1
1. The organization should reflect on what it means to be a good employer for chronically ill employees. 4.2
2. There must be more openness about this topic within the organization. 3.3
3. The organization needs to create an in-house resource with specific information about chronic illness. 3.1
4. The organization needs to pay attention to best practices in this area. 3.0
5. The HRM department needs to implement adaptations for chronically ill workers (elevator, wheelchairs). 2.9
6. The organization needs to come to a clear agreement about its norms regarding chronically ill employees. 2.9
7. The organization needs to create a focal point with specific expertise regarding chronically ill employees. 2.6
  1. *Lengthy statements have been rephrased.