Does job satisfaction predict early return to work after cardiac intervention?

Return to work (RTW) after cardiac event is a complex and multidimensional process which seems to be more influenced by psychosocial factors than by patient’s clinical status. Employees’ appraisal of work environment, which is likely reflected in job satisfaction, might affect behavior and decision regarding RTW. The aims of this paper were to analyze a) whether job satisfaction predicted early RTW in Italian employees sick listed after cardiac intervention and b) whether specific components of job satisfaction were stronger predictors for early RTW than other components. Participants were 83 consecutive patients who underwent angioplasty or cardiac surgery (coronary bypass surgery or cardiac valve surgery) and were admitted to a rehabilitation hospital for cardiac rehabilitation in Northern Italy between 2007 and 2010. The data were collected at baseline during the cardiac rehabilitation and 6 months later. Job satisfaction was assessed using the Job satisfaction scale of the Occupational Stress Indicator (OSI). We defined early RTW as returning to work within 2 months after cardiac intervention. We used logistic regression analyses to study the association between job satisfaction at baseline and early RTW at follow-up, adjusted for socio-demographic, medical (type of cardiac intervention, ejection fraction) and psychological factors (depression, locus of control, illness perception). Compared to low job satisfied workers, employees with high job satisfaction were more likely to return early to work, with an odds ratio (OR) of 5.92 (95% CI, 1.69-20.73 p < .001). Among the job satisfaction components, satisfaction for organizational processes was the most strongly associated with early RTW (OR = 4.30, 95% CI = 1.21-15.03; p < .05). To the best of our knowledge, this is the first prospective study that investigated whether job satisfaction predicts time to RTW after cardiac intervention. The results suggests that when employees are satisfied with their job and positively perceived their work environment, they will be more likely to early RTW, independently of socio-demographic, medical or psychological factors. Interventions aimed at preventing long-term sickness absence should consider job satisfaction and psychosocial job factors.