|Published online: May 30, 2014||$US5.00|
The main objective of this exploratory, empirical study of qualitative nature is to shed light on organizational practices that encourage people’s return to work after the loss of an unborn child or infant. The literature in human resources does not focus on the specific issue of perinatal loss in a context of returning to work. In fact, to examine the issue, one must turn to studies concerning the return-to-work process after other kinds of personal problems. When returning to work after the loss of an unborn child or infant, parents are often still in the early stages of the “grieving process.” However, organizations rarely support parents when they return to work. This is why our study targets key organizational practices used when employees experiencing perinatal loss return to work. In order to explore these elements, three discussion groups were held with women who lost their unborn child or infant. Content analysis enabled us to conclude the factor that appears to be more crucial to a successful return to work is the support provided by organizations through various practices, of which the most important are access to an employee assistance program, outside help, and appropriate working arrangements.
|Keywords:||Return to Work, Perinatal Loss, Organizational Practices, Grief and Work, Human Resource Management|
The International Journal of Interdisciplinary Organizational Studies, Volume 8, Issue 1, May 2014, pp.1-13. Article: Print (Spiral Bound). Published online: May 30, 2014 (Article: Electronic (PDF File; 282.724KB)).
Professor, Human Resource Management, Univerité du Québec a Rimouski, Lévis, Québec, Canada
Professor, Human Resource Management, Université du Québec à Rimouski, Lévis, Québec, Canada