Table 2 Theoretically defined psychosocial variables (derived from WRI)

Motivational variables

Personal Causation

Assesses abilities and Limitations;

Individual’s capacity to accurately assess his/her abilities and what they mean for work performance.

Expectation of job success;

A client’s belief that he/she will be able to work.

Takes responsibility;

How much responsibility a client takes for his/her work actions and their consequences.

Values

Commitment to work;

The client’s commitment to work and importance placed on work.

Work-related goals;

Ability to set and attain goals at his/her work setting or for finding work

Interests

Enjoys work;

Pleasure or enjoyment client finds within work.

Pursues interests;

The ability of an individual to assess own interests and find ways to use these skills in &/ outside of the work situation.

Habitual variables

Roles

Appraises work expectations;

Client’s ability to internalize both general and specific expectations of work.

Influence of other roles;

How much other roles in the client’s life influence his/her return to work

Habits

Work Habits;

Degree of organization and routine in work.

Daily Routine;

Degree of organization and routine outside of work.

Adapts routines to minimize difficulties;

How the person has managed use of time, routine, and habits since the injury or since being out of work.

Skills

Performance Capacity

Motor Skills

Moving body or objects in work environment

Process Skills

Logically sequencing actions; selecting & using appropriate materials/tools; adapting performance to overcome obstacles

Interaction and Communication Skills

Ability to convey intentions and needs; express self to allow for involvement and co-ordinated social action

Environment

Environment

Perception of physical work setting;

The physical environment in which the client works, or hopes to work in.

Family’s and peers’ influence on the client’s ability to return to previous work.

Perception of family and peers;

Influence of boss and/or company on the ability of client to return to previous work / find & keep work.

Perception of boss and/or company;

Co-workers’ influence on client’s ability to return to previous work and find and keep work.

Perception of co-workers