Scholarlink

Purpose <p>Whilst absenteeism and presenteeism amongst workers with chronic and episodic disabling conditions are well-studied, less is known about broader job disruptions and their links to gender, disability type, support availability, and perceived workplace support towards disclosure. This study examined the prevalence of job disruptions and their association with support availability and support of disclosure, and whether these relationships differ by gender and disability type.</p> Methods <p>A cross-sectional survey was conducted in June–July 2022 with 730 employed Canadians living with chronic or episodic conditions causing work limitations. Relationships between support availability, perceived workplace support towards disability disclosure and six types of job disruptions (i.e. work impacts such as interruptions, distractions, and other barriers that create difficulties with work activities and participation) were analyzed using chi-square tests and adjusted logistic regression. Gender (men/women) and disability type (physical, mental/cognitive, both) were tested as moderators.</p> Results <p>Short-term job disruptions were common, especially amongst workers with both physical and mental/cognitive conditions. Greater support availability was associated with fewer long-term disruptions but more missed meetings. Negative or ambivalent perception of workplace support towards disability disclosure was associated with higher odds of long-term disruptions. Low support availability exacerbated job disruption disparities between disability types. There was no evidence of moderation by gender.</p> Conclusion <p>Support availability and a positive, inclusive workplace with support towards disability disclosure are important factors influencing long-term job disruptions. The findings of this study suggest that tailored supports for those with complex and co-occurring, disabilities and efforts to improve perceptions of the workplace’s support towards disability disclosure are important to promote sustained work participation for people with chronic or episodic conditions causing limitations.</p>

错误：搜索内容不能为空，请输入英文关键词
错误：关键词超出字数限制，请精简
高级检索

Do Gender and Chronic or Episodic Disability Type Moderate the Relationship Between Support Availability, Perceived Workplace Support Towards Disclosure and Job Disruptions?

  • 期刊论文

  • 发表日期：

    2026年4月28日

查看全文
  • Geneviève Jessiman-Perreault,
  • Peter M. Smith,
  • Aaron M. S. Thompson,
  • Monique A. M. Gignac

摘要

Purpose

Whilst absenteeism and presenteeism amongst workers with chronic and episodic disabling conditions are well-studied, less is known about broader job disruptions and their links to gender, disability type, support availability, and perceived workplace support towards disclosure. This study examined the prevalence of job disruptions and their association with support availability and support of disclosure, and whether these relationships differ by gender and disability type.

Methods

A cross-sectional survey was conducted in June–July 2022 with 730 employed Canadians living with chronic or episodic conditions causing work limitations. Relationships between support availability, perceived workplace support towards disability disclosure and six types of job disruptions (i.e. work impacts such as interruptions, distractions, and other barriers that create difficulties with work activities and participation) were analyzed using chi-square tests and adjusted logistic regression. Gender (men/women) and disability type (physical, mental/cognitive, both) were tested as moderators.

Results

Short-term job disruptions were common, especially amongst workers with both physical and mental/cognitive conditions. Greater support availability was associated with fewer long-term disruptions but more missed meetings. Negative or ambivalent perception of workplace support towards disability disclosure was associated with higher odds of long-term disruptions. Low support availability exacerbated job disruption disparities between disability types. There was no evidence of moderation by gender.

Conclusion

Support availability and a positive, inclusive workplace with support towards disability disclosure are important factors influencing long-term job disruptions. The findings of this study suggest that tailored supports for those with complex and co-occurring, disabilities and efforts to improve perceptions of the workplace’s support towards disability disclosure are important to promote sustained work participation for people with chronic or episodic conditions causing limitations.