171 Guidance of employees with a work disability to improve sustainable employability supervisors to enhance the autonomy of employees, 3) strengthening specific skills, such as applying different leadership styles and skills for communication, and 4) developing and strengthening knowledge, attitudes and skills to increase the self-efficacy of supervisors regarding the guidance of employees with a work disability. Recruitment Supervisors who had followed the Mentorwijs training were approached to help recruit employees with a work disability who were direct reports of these supervisors, using a convenience sampling approach. After signing informed consent, employees completed a short questionnaire wherein they answered questions regarding their 1) age, gender, and education, 2) type of work and organization, and 3) type of disability. Employees could also indicate if they agreed to be approached for an interview. Supervisors of employees that agreed to be approached for an interview were asked by the researchers to schedule an interview. The interviews took place at the workplace, as this was a familiar environment for the employees, making it easier to reach this target group. For each interview we aimed to recruit several employees, because this could stimulate discussion and portray multiple perspectives. Employees could also feel more comfortable in the presence of their colleagues, which could make them more inclined to participate. As a single supervisor typically supervised multiple employees, most employees could be interviewed as a group at the workplace. Due to our sampling strategy information of supervisors on how many employees refused to participate in an interview was difficult to determine. Data-collection An interview guide was used to conduct semi-structured interviews. This interview guide consisted of topics with (sub) questions regarding: (1) job satisfaction, (2) guidance satisfaction, (3) change in guidance after the Mentorwijs training (4) employee’s satisfaction of the fit between knowledge and skills and the demands of the job, (5) confidence regarding performance of the job (self-efficacy), and (6) position in the company (supplementary file 1). The interview guide was used to ensure that the same topics were discussed in every interview. The topics were based on important aspects for sustainable employability of this target group (4, 21). The interviewers primarily asked about valuable work components and components for long-term sustainable employability (12). This was done by asking employees for opinions about their work and work tasks and whether they see themselves working for a long time at the current company. Less emphasis was placed on the other components of sustainable employability (i.e. health and productivity), because the Mentorwijs training did not aim to improve the health and/or productivity of workers with a work disability. The training focused merely on the valuable work component and long-term perspective, such as job 6
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