Stronger consideration of well-established theories and measures from organizational psychology would enhance future research. Findings indicate that high satisfaction ratings might result from lack of control over vocational decisions.

Employers' differentiated expectations and reservations towards hiring individuals with specific disabilities need to be taken into account to increase employment for people with intellectual disability.

Background There is a lack of research on trauma in people with intellectual disabilities. This study assessed expert consensus on the traumatic potential of a broader range of adverse life events, and differences in symptom manifestation and behavioural symptom equivalents of post‐traumatic stress disorder (PTSD) symptoms. Method The present authors conducted a three‐step Delphi survey using a mixed‐methods design. Twenty‐nine expert raters participated in the survey, and 16 persisted to the final round. Consensus was calculated using the interquartile range. Results Traumatic potential was attributed to adverse life events, particularly revolving around sexuality and autonomy. DSM‐5 symptoms of PTSD were rated as partially adequate, with behavioural symptom expression being the main difference to the general population. Conclusion The range of traumatic events should be broadened for people with intellectual disabilities. A specific subset of events need to be defined in future research. Detection of PTSD depends upon determining specific symptom correlates of challenging behaviour.

The JDI/JIGS represent a feasible measures of job satisfaction allowing for comparisons with the general population. In samples with more severe intellectual disabilities, the RSM-WS is preferable.

Background There is a growing body of research on job satisfaction in people with intellectual disability (ID). However, little is known about the subjective concepts of job satisfaction in this population. Knowledge on the conceptualisation of job satisfaction in people with ID and whether currently used concepts are meaningful for this population are crucial prerequisites to purposeful research for this group. Method Qualitative interviews on subjective concepts of job satisfaction were conducted with 129 employees of sheltered workshops. Relevant concepts and associated aspects were extracted using content analysis. Results Concepts can be grouped into holistic concepts, facet-related concepts and self-actualising concepts of job satisfaction in people with ID. Twenty-five percent of the sample did not have any concept of job satisfaction. Conclusions The concepts of job satisfaction in people with ID are closely related to those concepts as reported in organisational psychology. However, sufficient comprehension of the term has to be ensured prior to conducting research on job satisfaction in people with ID.