The Job Demands and Accommodation Planning Tool (JDAPT): A Nine‑Month Evaluation of Use, Changes in Self‑efficacy, Presenteeism, and Absenteeism in Workers with Chronic and Episodic Disabilities

Gignac MAM, Bowring J, Navaratnerajah L, Saunders R, Jetha A, Thompson A, Shaw WS, Franche RL, Van Eerd D, Irvin E, Tompa E, Macdermid JC, Smith PM

Journal of Occupational Rehabilitation 2024

https://doi.org/10.1007/s10926-024-10231-w

Published: August 2024

Abstract:

Purpose Enhancing workplace communication and support processes to enable individuals living with disabilities to sustain employment and return to work is a priority for workers, employers, and community stakeholders. The objective of this study was to evaluate a new resource that addresses support challenges, the Job Demands and Accommodation Planning
Tool (JDAPT), and assess its use, relevance, and outcomes over a nine-month follow-up period.

Methods Workers with physical and mental health/cognitive conditions causing limitations at work were recruited using purposive sampling. Online surveys were administered at baseline (prior to using the JDAPT), and at three and nine months post-baseline. Information was collected on demographics (e.g., age, gender) and work characteristics (e.g., job sector,
organization size). Outcomes included assessing JDAPT use and relevance, and changes in self-efficacy, work productivity difficulties, employment concerns, difficulties with job demands, and absenteeism.

Results Baseline participants were 269 workers (66% women; mean age 41 years) of whom 188 (69.9%) completed all three waves of data collection. Many workers reported using JDAPT strategies at and outside of work, and held positive perceptions
of the tool’s usability, relevance, and helpfulness. There were significant improvements (Time 1–2; Time 1–3) in self-efficacy, perceived work productivity, and absenteeism with moderate to large effect sizes in self-efficacy and productivity (0.46 to 0.78). Findings were consistent across gender, age, health condition, and work context variables.

Conclusions The JDAPT can enhance support provision and provide greater transparency and consistency to workplace
disability practices, which is critical to creating more inclusive and accessible employment opportunities.