Ársrit um starfsendurhæfingu - 2018, Síða 29

VIRK
slíkum vinnumarkaði tækifæri til að leggja
sitt af mörkum eftir bestu getu.

Auka þarf vitund almennings um það mikil-
væga framlag sem einstaklingar með skerta
starfsgetu koma með inn á vinnumarkaðinn
til þess að stuðla að vinnuumhverfi sem
tekur vel á móti þeim. Umfjöllun um jákvæða
reynslu af störfum einstaklinga með skerta
starfsgetu og dæmi um góðar starfsvenjur
geta hjálpað til við að draga úr hræðslu
og fordómum, meðal bæði vinnuveitenda
og samstarfsmanna, og getur þannig leitt
til aukinnar atvinnuþátttöku einstaklinga
með skerta starfsgetu. Samfélagið hefur
þannig þörf fyrir vinnustaði með aukið
umburðarlyndi gagnvart einstaklingum
með geðræn vandamál og önnur krónísk
heilbrigðisvandamál. Þessar aðstæður er
mikilvægt að skapa einmitt núna þegar
vinnuaðstæður eru aðrar en áður var og
sjúkdómar sem skerða vinnugetu hafa
aukist sem og veikindafjarvera vegna geð-
rænna sjúkdóma6.
Heimildir
1. Paul KI, Geithner E, Moser K. Latent
deprivation among people who are
employed, unemployed or out of the
labour force. J Psychol. 2009;
143(5):477-491
2. Schuring M, Robroek SJW, Burdorf A.
The benefits of paid employment
among persons with common mental
health problems: evidence for the
selection and causation mechanism.
Scand J Work Environ Health. 2017;
43(6):540-549
3. World Health Organization. (2011).
World Report on Disability: Summary,
2011. Geneva, Switzerland http://
www.who.int/disabilities/world_
report/2011/report.pdf Sótt 20. mars
2018
4. Pransky GS, Fassier J-B, Besen E,
Blanck P, Ekberg K, Feuerstein M,
Munir F. Sustaining Work Participation
Across the Life Course. J Occup Rehabil.
2016; 26:465-479
5. Williams AE, Fossey E, Corbière M,
Paluch T, Harvey C. Work participation
for people with severe mental illnesses:
An integrative review of factors impacting
job tenure. Australian Occupational
Therapy Journal. 2016; 63:65–85
6. Zijlstra FRH, Nyssen AS. How do we
handle computer-based technology? In
Chmiel N, Fraccaroli F, Sverke M (Eds.).
An introduction to work and
organizational psychology: An
international perspective. 2017 London:
Wiley Blackwell
7. Solovieva TI, Dowler DL,Walls RT.
Employer benefits from making
workplace accommodations. Disability
and Health Journal. 2011; 4: 39–45
8. Corbière M, Villotti P, Lecomte T,
Bond GR, Lesage A, Goldner EM. Work
accommodations and natural supports
for maintaining employment. Psychiatric
Rehabilitation Journal, 2014; 37:90-98
9. Colella AJ, Bruyère SM. Disability and
employment: New directions for
industrial and organizational psychology.
In Zedeck S. (Ed.). APA handbook of
industrial and organizational psychology.
2011 (Vol. 1, pp. 473–504). American
Psychological Association, Washington,
DC: US
10. Vornholt K, Uitdewilligen S, Nijhuis FJN.
Factors affecting the acceptance
of people with disabilities at work: A
literature review. Journal of Occupational
Rehabilitation, 2013; 23:463–475
11. Chan F, Strauser D, Maher P, Lee
E-J, Jones R, Johnson ET. Demand-side
factors related to employment of people
with disabilities: A survey of employers
in the Midwest region of the
United States. Journal of Occupational
Rehabilitation, 2010;20(4):412-419
12. Copeland J, Chan F, Bezyak J, Fraser
RT. Assessing cognitive and affective
reactions of employers toward people
with disabilities in the workplace.
Journal of Occupational Rehabilitation,
2010; 20(4):427-434
13. Kaye H, Jans L, Jones E. Why don’t
employers hire and retain workers
with disabilities? Journal of Occupational
Rehabilitation, 2011; 21:526–536
14. Rao D, Horton RA, Tsang HWH,
Shi K, Corrigan PW. Does individualism
help explain differences in employers’
stigmatizing attitudes toward disability
across Chinese and American cities?
Rehabilitation Psychology, 2010;
55:351–359
15. Fraser R, Ajzen I, Johnson K, Hobert J,
Chan F. Understanding employers'
hiring intentions in relation to qualified
workers with disabilities. Journal of
Vocational Rehabilitation, 2011; 35:1-11
16. Jasper CR, Waldhart P. Employer
attitudes on hiring employees with
disabilities in the leisure and
hospitality industry. International Journal
of Contemporary Hospitality
Management, 2013;25(4):577-594
17. Tse S. What do employers think about
employing people with experience of
mental illness in New Zealand
workplaces? Work, 2004; 23:267–274
18. Shankar J, Liu L, Nicholas D, Warren
S, Lai D, Tan S, Zulla R, Couture J,
Sears A. Employers’ perspectives on
hiring and accommodating workers with
mental illness. SAGE Open, 2014; 4:1-
13
19. Prince MJ. Persons with invisible
disabilities and workplace
accommodation: Findings from a
scoping literature review. Journal of
Vocational Rehabilitation, 2017; 46:75-
86
20. Santuzzi AM, Waltz PR, Finkelstein
LM, Rupp DE. Invisible disabilities:
Unique challenges for employees and
organizations. Industrial and
Organizational Psychology, 2014;
7:204–219
21. Munir F, Leka S, Griffiths A. Dealing with
self-management of chronic illness at
work: Predictors for self-disclosure.
Social Science & Medicine, 2005;
60:1397–1407
22. Corbière M, Negrini A, Durand MJ,
St-Arnaud L, Briand C, Fassier JB,
Lachance JP. Development of the
return-to-work obstacles and self-
efficacy scale (ROSES) and validation
with workers suffering from a common
mental disorder or musculoskeletal
disorder. Journal Of Occupational
Rehabilitation, 2017; 27:329-341
29virk.is