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LOWER BACK DISABILITY IN OCCUPATIONAL SETTINGS: A REVIEW OF THE LITERATURE FROM A HUMAN RESOURCE MANAGEMENT VIEW
Author(s) -
HOLLENBECK JOHN R.,
ILGEN DANIEL R.,
CRAMPTON SUZANNE M.
Publication year - 1992
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1992.tb00850.x
Subject(s) - psychology , compensation (psychology) , human resources , resource (disambiguation) , human resource management , work (physics) , rehabilitation , applied psychology , public relations , social psychology , management , political science , economics , computer science , mechanical engineering , computer network , neuroscience , engineering
Lower back disability (LBD) is a widespread phenomenon that has dramatic impacts on individuals' lives, as well as employers' costs. Despite this fact, specialists in the area of human resources have paid little attention to this critical, work‐related outcome. The need for human resource professionals to learn more about LBD has become even more urgent due to the recent passage of the Americans With Disabilities Act. Although the treatment of lower back pain falls within the domain of physicians, this paper adopts a bio‐psycho‐social approach and reviews the existing empirical literature on variables related to LBD at the preventative and rehabilitation stages. We identify five avenues (job design, selection, training, compensation, and organizational climate) through which human resource researchers and practitioners can influence lower back disability.