99 Grip on Health intervention among lower socioeconomic position workers Table 4. Identification of problems and implementation of solutions Problems and solutions N Number of solutions that were implemented Implemented Not implemented/unknown 48 8 Implemented by Worker Supervisor Worker & supervisor Worker & professional from outside the workplace Worker & partner Unknown 21 1 11 3 1 11 The checklists showed that among only seven workers, supervisors were involved as a stakeholder in the intervention. However, in the interviews several OHPs stated that involvement of supervisors in general takes place very often, but coincidentally did not happen during the intervention. Consultations of OHPs with a worker and supervisor are often part of their normal way of working. OHPs stated that supervisors can provide different insights into the problems of the worker in the workplace, and if workers and supervisors jointly identify and reach consensus on solutions it increases the chance that solutions are actually implemented (faster) at the workplace: OHP4: In a conversation with the supervisor, they search for solutions together, it isn’t something that is enforced from the outside. It becomes something of their own and eventually a sort of psychological contract where they feel bound to each other to implement the actions. So, the chance that it will be carried out is much higher. There were also OHPs that did not involve supervisors in consultations. One OHP described that involving a supervisor implies that workers’ problems affecting their work functioning come to the surface, which could lead to negative outcomes such as not extending temporary contracts. Other reasons mentioned by OHPs not to involve supervisors were: 1) supervisors are never involved in consultations, but only managers of supervisors or human resource case-managers, 2) supervisors themselves conduct preventive consultations and OHPs only with workers on sick leave, 3) supervisors are unavailable due to a lack of time, 4) supervisors do not see the added value, 5) workers discuss problems with the supervisor themselves or OHPs notify supervisors on what was discussed, 6) consultations were online or OHPs were not physically present at organizations, or 7) there was a conflict between the worker and supervisor. The checklists showed that in only two cases a stakeholder from outside the workplace was involved. This was also highlighted during the interviews, as OHPs stated that stakeholders from 4
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