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Measuring Resilience in Long-term Sick-listed Individuals: Validation of the Resilience Scale for Adults
Get PDFReturn to work from long-term sick leave is influenced by personal and social factors, which can be measured by resilience, a construct that describe healthy adaptation against adversity. This study aimed to validate the validity and psychometric properties of the resilience scale for adults in a sample of long-term sick-listed individuals, and to investigate measurement invariance when compared with a university student sample. Confirmatory factor analysis was used on a sick-listed sample (n = 687) to identify the scale?s factor structure, and comparison with a university student sample (n = 241) was utilized to determine measurement invariance. Results show that a slightly modified factor structure, in accordance with previous research, achieved acceptable fit in the sick-listed sample, while comparisons with the student sample supported measurement invariance. This means that the study to a large degree support the factor structure of the resilience scale for adults in long-term sick-listed. Furthermore, the results indicate that the scale is similarly understood among long-term sick-listed as in a previously validated student sample. Thus, the resilience scale for adults can be a valid and reliable measure of protective factors in the long-term sickness absence and return to work context, and the subscale and total score can be interpreted similarly in long-term sick-listed as in other populations.publishedVersio
Safe housing for a meaningful everyday life Development of housing for people with drug addiction, psychiatric disorders and violence risk
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Work Opportunities and Workplace Characteristics for Employees with Intellectual Disability in the Norwegian Labour Market
Get PDFIn most countries, people with intellectual disability are largely excluded from competitive employment. Research has identified school- and workplace-related barriers that may hinder their participation in the labour market. Yet, information about available work opportunities for employees with intellectual disability is lacking. This study aims to address this knowledge gap by mapping work tasks for which Norwegian employers report hiring employees with intellectual disability. Through an online survey, 478 employers in competitive employment companies provided information about whether they had prior experience with hiring employees with intellectual disability and, if so, which work tasks these employees performed. In the study sample, large, private companies within hotel, restaurant and catering were more likely to hire employees with intellectual disability than companies that were small and public and in other sectors. However, findings also indicate that a wide variety of work tasks with different degrees of complexity is available within all of the sectors. These findings may inform adolescents with intellectual disability and transition teams about work opportunities that may be available in their community. This information may further help schools to partner with local businesses for the planning of employment training in upper secondary school.Work Opportunities and Workplace Characteristics for Employees with Intellectual Disability in the Norwegian Labour MarketpublishedVersio
Developing and using matrix methods for analysis of large longitudinal qualitative datasets in out-of-home-care research
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Outcomes in adulthood among former child welfare services recipients: findings from a Norwegian registry study covering two decades Utfall i voksenlivet blant personer som tidligere har mottatt tiltak fra barnevernet: Funn fra en Norsk registerstudie over to tiår
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Recruitment and work arrangements for employees with intellectual disability in competitive employment
Get PDFNorwegian employment policy, the activation policy, states that life on social security should be the last resort after exhausting all available activation measures. Despite this, people with intellectual disability are almost entirely excluded from the competitive labour market in Norway. This article highlights the conditions that promote employment of people with intellectual disability and factors that stimulate recruitment. This study explores (1) How do companies recruit employees with intellectual disability, including (a) how do private companies differ from public companies regarding recruitment and (b) which role does The Norwegian Labour and Welfare Administration (NAV) and upper secondary education play in this; (2) Which working arrangements do employees with intellectual disability have? and (3) What types of support do companies receive? A quantitative survey mapped the experiences of employers who have hired people with intellectual disability and highlighted factors that may promote recruitment. Most companies recruited people with intellectual disability with support from NAV. For approximately, one in five recruitments of employees with intellectual disability, collaboration with upper secondary education played a role in the hiring process. Social networks were a way into employment only in the private sector, and a larger share of private companies employed people with intellectual disability in ordinary positions without subsidies. About 27% of the companies did not receive any support when hiring employees with intellectual disability. Due to more flexible hiring regulations, there may be more structural factors promoting the recruitment of people with intellectual disability in the private sector than in the public sector. Further, the employment of people with intellectual disability in competitive labour may depend on policies and how policies are adapted and enforced by NAV employees. More extensive collaboration between upper secondary education and workplaces could also be beneficial to recruiting employees with intellectual disability.publishedVersio
Ny rammeplan i SFO : Kartlegging av innføringen av ny rammeplan i SFO
Get PDFSkolefritidsordningen (SFO) i Norge har en relativt lang historie. En vanlig linje å trekke er at ordningen strekker seg tilbake til femtitallet, og da under navnet fritidshjem. I dag har SFO (eller Aktivitetsskolen AKS) langt på vei blitt en naturlig del av skolestarten for de fleste barn. Frem til i dag har det likevel vært få overordnede rammer for skolefritidsordningen, men dette endret seg med innføring av ny rammeplan for SFO høsten 2021. Dette er første delrapport i evalueringen av innføringen av ny rammeplan i SFO, og rapporten er basert på en spørreskjemaundersøkelse blant ansatte og ledere gjennomført vinteren 2022.Ny rammeplan i SFO : Kartlegging av innføringen av ny rammeplan i SFOpublishedVersio
Exploring wait time variations in a prostate cancer patient pathway—A qualitative study
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Kvalitet i karriereveiledning i skolen : En undersøkelse av kvalitet og kvalitetsutvikling i karriereveiledning i skolen
Get PDFDenne rapporten dokumenterer et forskningsprosjekt som har undersøkt kvalitet i karriereveiledning i skolen. Prosjektet er gjennomført av NTNU Samfunnsforskning, USN, NORCE og Aarhus Universitet på oppdrag fra Direktoratet for høyere utdanning og kompetanse (HK-dir). Prosjektperioden har vart fra juni 2021 til mars 2022.Kvalitet i karriereveiledning i skolen : En undersøkelse av kvalitet og kvalitetsutvikling i karriereveiledning i skolenpublishedVersio