# Exploring sense of coherence (SOC) in relation to working conditions for employees with hearing loss

## TL;DR

This study explores how a positive mindset, called sense of coherence, relates to working conditions for employees with hearing loss.

## Contribution

The study introduces the use of sense of coherence as a salutary concept to understand working conditions for employees with hearing loss.

## Key findings

- Employees with hearing loss who are working have a higher sense of coherence than those on sick leave.
- Significant differences were found in all three dimensions of sense of coherence between working and sick leave groups.
- Focusing on recovery, autonomy, and support can improve working conditions and reduce stress for employees with hearing loss.

## Abstract

People with hearing loss (HL) report several challenging situations in working life (WL). HL can negatively affect, e.g., the ability to communicate, creating barriers and difficulties in WL. However, there is a lack of studies that investigates salutary aspects in relation to working conditions for the target group. Sense of Coherence (SOC) is a salutary concept widely used when investigating aspects in WL but is less explored in relation to HL.

To explore the concept of Sense of Coherence (SOC) in relation to working conditions for employees with HL.

An observational study with a cross-sectional design including people with HL in working age using hearing aids (HAs) or cochlear implants (CIs). Comparisons were made between participants “in work” and participants on “HL-related sick leave”.

The “in work” group reported a higher SOC compared to the “HL-related sick leave” group. The analysis showed significant differences between the two groups in all three dimensions of SOC with the “in work” group being better off in almost all investigated variables.

SOC is a valuable concept for investigating working conditions for employees with HL. The results indicate that to increase the possibility of salutary working conditions, it is necessary to focus on consequences of HL, such as the need for recovery, autonomy and support. Addressing these aspects increases employees’ comprehension of and ability to manage the work situation and their sense of meaningfulness, which may act as a buffer against work-related stress and reduce the risk of sick leave.