224 Chapter 7 also play a role in the sustainable employability of employees with a work disability (21). Interpretation of findings regarding characteristics affecting the effectiveness of ‘Mentorwijs’ (aim 2) This study also showed that certain characteristics enhanced or decreased the effect of ‘Mentorwijs’ on sustainable employment. The training tended to be less effective among employees in larger organizations, possibly due to less attention for each individual employee in these types of organizations. In addition, there may also work other disadvantaged employees, such as older employees, that need additional support to remain employed (22). In contrast, literature also shows that the employment of employees with a work disability is higher in larger organizations, as supervisors have more flexibility to support employees with a disability (23). This could result in an improved job performance and employability, as supervisors can provide more appropriate accommodations (24). The finding that the training tended to be less effective in larger organizations, is in line with our finding that the effect of the training tended to be more effective among employees that have a supervisor that guides less than 10 employees with a work disability. These employees might receive more personal attention and/or support from their supervisor. The training also tended to be less effective among employees that worked in the governmental sector or sheltered workplaces. This is striking, because the governmental sector has the highest share of organizations that employ people with a disability (25), and sheltered workplaces are especially created for employees with a work disability that are not able to work in the regular labor market. The effect of ‘Mentorwijs’ might be less effective, as in these types of workplaces more employees with severe disabilities could be employed which have a higher chance of dropping out of the labor market. Thereby, a supervisor training might not be sufficient to enhance the sustainable employability of employees with a work disability. The latter may also account for employees that had a work disability benefit, for whom the effect of the supervisor training also tended to be weaker. In contrast, the training tended to be more effective for employees that had a social welfare benefit. This group of employees could be less vulnerable and are often temporarily unemployed, as opposed to those with a work disability benefit, meaning there is higher chance that employees with a social welfare benefit improve their sustainable employability. Interpretation of findings regarding effect ‘Mentorwijs’ on behavioral outcomes supervisor (aim 3) This study found that ‘Mentorwijs’ had positive effects on supervisor knowledge and self-efficacy. A systematic review and meta-analyses on training managers to support and understand the mental health of employees found similar results (26). Although, just like in our study, this review highlighted that no information
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