Reincentivizing--a new theory of work and work absence.
BACKGROUND
Work capacity correlates weakly to disease concepts, which in turn are insufficient to explain sick leave behavior. With data mainly from Sweden, a welfare state with high sickness absence rates, our aim was to develop an explanatory theory of how to understand and deal with work absence and sick leave.


METHODS
We used classic grounded theory for analyzing data from >130 interviews with people working or on sick leave, physicians, social security officers, and literature. Several hundreds of typed and handwritten memos were the basis for writing up the theory.


RESULTS
In this paper we present a theory of work incentives and how to deal with work absence. We suggest that work disability can be seen as hurt work drivers or people caught in mode traps. Work drivers are specified as work capacities + work incentives, monetary and non-monetary. Also, people can get trapped in certain modes of behavior through changed capacities or incentives, or by inertia. Different modes have different drivers and these can trap the individual from reincentivizing, ie from going back to work or go on working. Hurt drivers and mode traps are recognized by driver assessments done on several different levels. Mode driver calculations are done by the worker. Then follows employer, physician, and social insurance officer assessments. Also, driver assessments are done on the macro level by legislators and other stakeholders. Reincentivizing is done by different repair strategies for hurt work drivers such as body repair, self repair, work-place repair, rehumanizing, controlling sick leave insurance, and strengthening monetary work incentives. Combinations of these driver repair strategies also do release people from mode traps.


CONCLUSIONS
Reincentivizing is about recognizing hurt work drivers and mode traps followed by repairing and releasing the same drivers and traps. Reincentivizing aims at explaining what is going on when work absence is dealt with and the theory may add to social psychological research on work and work absence, and possibly inform sick leave policies.
Thulesius
Hans O
HO
Department of Clinical Sciences Malmö, Division of Family Medicine, Lund University, Sweden. hans.thulesius@ltkronoberg.se <hans.thulesius@ltkronoberg.se>
Grahn
Birgitta E
BE
D000041:Absenteeism; D000328:Adult; D035841:Behavioral Research; D004649:Employee Incentive Plans; D004651:Employment / Q000191:economics / Q000523:psychology*; D006801:Humans; D008875:Middle Aged; D009042:Motivation; D009936:Organizational Innovation; D010559:Personnel Management / Q000379:methods*; D011582:Psychological Theory; D018582:Sick Leave / Q000191:economics; D012946:Social Welfare; D013548:Sweden; D014937:Work / Q000523:psychology*; D017132:Workplace / Q000458:organization & administration / Q000523:psychology