Facilitating Job Retention for Chronically Ill Employees Perspectives of Line Managers and Human Resource Article Review

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Human Resource Management

Joke a Haafkens, Helen Kopnina, Martha GM Meerman, and Frank JH van Dijk.

"Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers." BMC Health Services Resources.

(2011) Vol. 11, No. 104. Published online 2011 May 17.

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3118107/

In two or three sentences, abstract the article. What is its major stated purpose?

Chronic disease is one of the most significant issues in the contemporary workplace because it is the single leading cause of loss of employment and disability that affects work adversely. Prior to this study, there had been no research into the approaches of line managers and human resource managers to mitigating the detrimental effects of chronic disease in the workplace. The purpose of this research was to identify issues and approaches considered important to the retention of employees suffering from chronic disease by both line managers and human resource managers.

2. Write down your immediate reaction (can be both intellectual and emotional) to the article.

On an emotional level, I was surprised and saddened to realize that chronic disease is such an issue in the lives of so many people and that it often is the main reason that people lose their jobs. In an intellectual level, I found it interesting to learn how the respective perspective of line managers and human resource managers dictates different approaches to the issues.

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3. Does this article report on the findings of research?

TOPIC: Article Review on Facilitating Job Retention for Chronically Ill Employees Perspectives of Line Managers and Human Resource Managers Assignment

Yes. Line managers and human resource managers shared certain perspectives: they agreed that knowledge about chronic disease and its effects on employees is important, that employees share responsibility for job retention, that certain adaptations are necessary, and that company policy must be clear. Meanwhile, line managers focused more on relations between management and employees and on knowledge transfer within organizations whereas human resource managers focused more on organizational culture and support for employees.

4. Does this article include an explicit research question, and/or specific hypotheses?

No. However, it is reasonable to assume that there was an implied hypothesis that line managers and human resource managers would value and focus on different elements and factors in relation to their respective understanding and approach to the issues.

5. Have the key concepts been operationalized into variables? If yes, which is the independent variable (causal) and which is the dependent variable (effect) and how will they be measured? If no, how would you go about making them measurable?

Yes. The key concepts were the different issues of focus as between different… [END OF PREVIEW] . . . READ MORE

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APA Style

Facilitating Job Retention for Chronically Ill Employees Perspectives of Line Managers and Human Resource.  (2011, October 29).  Retrieved September 18, 2021, from https://www.essaytown.com/subjects/paper/facilitating-job-retention-chronically/1327023

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"Facilitating Job Retention for Chronically Ill Employees Perspectives of Line Managers and Human Resource."  Essaytown.com.  October 29, 2011.  Accessed September 18, 2021.
https://www.essaytown.com/subjects/paper/facilitating-job-retention-chronically/1327023.