2009b), self-efficacy (Reneman et al. 2008), self-reported disSU5402 in vivo ability (Brouwer et al. 2005; Gross and Battié 2005; Schiphorst Preuper et al. 2008; Gouttebarge et al. 2009b), and self-reported work status (Gross and Battié 2005). Also, the present study showed that potential confounders like pain intensity, work-related recovery expectations,

and organizational policies and practises did Selleck STA-9090 not diminish the predictive validity of performance-based measures on work participation (see Table 2 “Confounders”). However, the predictive strength of performance-based measures is in general modest. Work participation is a multidimensional construct according to the ICF (WHO 2001). One cannot expect that a single instrument is able to assess such a multidimensional construct. Seen in this perspective,

the conclusion of this review that the predictive validity of performance-based measures for work participation is “modest” may not be unexpected. One way to improve the predictive strength might be combining performance- and non-performance-based measures that assess different constructs of work participation. Bachman et al. (2003) and Kool et al. (2002) combined performance-based measures with high pain scores (9 or 10 on a scale from 0 to 10) or having more than 3 Waddell signs. Vowles et al. (2004) reported that patient age and level of depression this website were factors best able to predict work participation. This suggests that a combination of reliable and valid measures of different constructs might improve the ability to predict work participation. Another strategy Fenbendazole might be the following. Seventeen of the 18 studies took place in a rehabilitation setting. Generally speaking, this means that the performance-based measures are not specific for the physical demands of the future work of a patient. One study described performance-based measures resembling the physically demanding job of construction workers (Gouttebarge et al. 2009a). One study used a job demands analysis to establish a job-specific

FCE (Cheng and Cheng 2010). By doing this, the minimal performance criterion that is required to perform the job is also specified. This might overcome the misconception that a better performance is always a better predictor for work participation. This information might especially be relevant for decisions regarding work participation in patients with MSDs working in physically demanding jobs (blue collar work) (Bos et al. 2002). Conflict of interest The authors declare that they have no conflict of interest. Open Access This article is distributed under the terms of the Creative Commons Attribution Noncommercial License which permits any noncommercial use, distribution, and reproduction in any medium, provided the original author(s) and source are credited. Appendix A See Table 3.