12 Chapter 1 and outside the workplace could play a role in the sustainable employability. For this, more knowledge is needed on how OHPs can fulfill the role of supporting workers in solving problems on multiple life domains, both in- and outside the workplace. Interventions that focus on problems on multiple life domains are especially important for workers in a vulnerable position. However, literature on how to address and support workers with problems on multiple life domains is scarce. Taken this into account, we aim to develop and evaluate a preventive intervention for OHPs to support workers with a lower SEP solving problems on multiple life domains. The role of supervisors in supporting workers in a vulnerable position To improve the health and sustainable employability of workers in a vulnerable position, supervisors could also play a vital role (41). Ample research shows that social support from supervisors can have a positive impact on workers’ motivation, well-being, and health (22, 28). For example, workers receiving positive feedback that they are performing well, could subsequently improve their performance and motivation to work (42). Furthermore, a good relationship with their supervisor and receiving social support is essential for workers to remain working (43, 44). Support from supervisors could also play a role in addressing unfavorable factors, such as physical or psychological job demands. For instance, a study among workers with intellectual disabilities, indicated that supervisor support reduced job demands (45). Supervisors could help workers to adjust their work to their needs by making appropriate adjustments in the workplace or in their work tasks. Also, more support can be generated if supervisors are involved, which may result in a higher chance that adjustments will take place and maintained (46). Hence, (social) support from supervisors plays a key role in achieving sustainable employability (47), especially for workers in a vulnerable position that more often face unfavorable factors in the workplace. Over the past years, many factors have been identified on which supervisors can act to improve the sustainable employability of workers with a work disability (48, 49). For example, for workers with an intellectual disability, social support and having autonomy is positively associated with job satisfaction (50, 51). Subsequently, leadership interventions specifically for the guidance of workers with a work disability have been developed, but information on the effectiveness of these interventions is lacking. Furthermore, many studies have been conducted regarding the guidance of supervisors at the workplace. However, to our knowledge these studies mainly focused on the perspectives of supervisors and colleagues, and not on the needs of workers from the perspective of the worker with a disability themselves. The perspectives of workers with a disability may differ from the perspectives of their supervisors or colleagues without a work disability. Taken this into account, we aim to explore the needs of workers with
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