145 Context analysis of interventions among lower socioeconomic position employees Some stakeholders representing all three levels described that the availability of OPs in practice is limited and there is usually not enough time to solve problems on multiple life domains. Some stakeholders of OHSs mentioned that occupational social workers or occupational nurses usually have more time and are more accessible to discuss problems on multiple life domains preventively. Many stakeholders stated that organizations that performed a preventive occupational health examination, also offered individual follow-up conversations or preventive interventions. However, several stakeholders at OHS and socio-political macro level also noted that organizations often do not perform these types of follow-ups, as they are not always willing to invest money in follow-ups. Risk of Conflicting Role for Supervisors in Addressing Problems on Multiple Life Domains Several stakeholders representing all three levels stated that supervisors play an important role in the early identification of employees at risk for health problems. This way, supervisors can refer employees to an OHP on time or take other necessary actions to prevent sick leave. Some stakeholders, including the stakeholders at organizational level, mentioned that supervisors not only play a role in the identification of problems, but also have regular conversations with employees. Based on these conversations supervisors can determine whether an employee needs support of an OHP in solving problems: S1 (organization): “Not to say: how is it going at your work, you are doing well or not, but how are you really doing? And then from that perspective, stick the feelers’ out to see whether, okay is he still feeling well, if not, what is the reason, as far as the employee wants to share that, and then offer a helping hand, if there is actually help needed, in whatever form, then we do have an occupational health service available.” One stakeholder of an organization mentioned that a positive consequence of supervisors having regular conversations with employees, is that they are more likely to talk with their supervisors about problems. Not every supervisor is able to perform this type of conversation, and therefore several stakeholders from organizations and OHSs mentioned that there is a lot of attention for training of supervisors in early identification of problems and performing preventive conversations with employees. Some stakeholders representing all three levels also described that giving supervisors a more prominent role in the guidance of employees (i.e. self-management model), improves supervisors’ responsibility for employees’ health and safety at the workplace. Other stakeholders mentioned that supervisors taking responsibility may also unintentionally disadvantage employees; supervisors may take on the role of an OHP which may not always be the desired situation, support from an OHP may come too late, and supervisors 5
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