Person-job fit
Diagnostics and interventions with the Mini-ICF-APP capacity concept in the event of problems at the workplace
Introduction:
There is an increasing emphasis on occupational prevention measures to reduce periods of incapacity for work. The person-job fit can be used as a basis for tailored prevention. Capacity profiles of participants in work-related coaching with and without person-job misfit (in the sense of incapacity for work) were compared with each other.
Methods:
199 employees from different industries took part in three one-hour coaching sessions. The coaching was conducted by a behavioural therapist in training under supervision. Forty coaching participants indicated that they had been unable to work for more than six weeks in the last 12 months. Nine participants were unable to work at the time of coaching. Thirteen psychological capacities (Mini-
ICF-APP-S) were assessed in the baseline diagnostics and the impairments of participants with and without long-term incapacity for work were compared.
Results:
Participants with long-term incapacity for work had more often observable problems in endurance (35 percent vs. 19 percent, p = 0.002) and mobility (20 percent vs. 5 percent, p = 0.005). In the other capacities participants unable to work did not perceive any more severe capacity impairments than the others. The coaching particularly addressed the levels of primary and tertiary (overload) prevention and were thematically oriented according to the type of person-job misfit.
Conclusions:
Exploration of the capacities of employees when compared with the requirements of the workplace serves as an important basis for the demand-drive orientation of an individual measure.
