Context of Digitalized Employment for Older Adults with Autism Spectrum Disorder in the New Normal

Mpofu, Elias; Tomczak, Michał; Hutson, Nathan; Gafford, Lucy; Zhan, Rongfang

doi:10.1007/978-3-031-09803-1_15

Cited by 3 publications

(2 citation statements)

References 71 publications

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“…Another example can be a remote form of work that has become widespread in the face of the COVID-19 pandemic. For many neurodiverse people, this form of work may be highly preferred (Mpofu et al, 2022 ; Szulc, 2022 ) due to autonomy (Gajendran et al, 2015 ) and the possibility of reducing external distractors and stressors (Szulc et al, 2021b ; Tomczak et al, 2022 ). In contrast, some neurotypical employees, in addition to the advantages, may also find remote work burdensome due to limited social contact and isolation (Bartel et al, 2012 ; Ebrahimi et al, 2021 ), which may not be as severe for some of the people with autism.…”

Section: Discussionmentioning

confidence: 99%

Toward an understanding of occupational burnout among employees with autism – the Job Demands-Resources theory perspective

Tomczak

Kulikowski

2023

Curr Psychol

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This article aims to gain insight into the phenomenon of occupational burnout among employees with autism based on the theoretical framework of the Job Demands-Resources theory and the literature on employees with autism in the workplace. Firstly, we argue that although the resources and demands of the neurotypical and neurodivergent employees might be different, the theoretical mechanism of occupational burnout formation remains similar among the neurotypical and neurodivergent employees, leading to the similar burnout experience. Next, we distinguish key demands that might drain neurodiverse employees’ energy, and spark burnout, and propose a set of resources that might foster their achievement of work goals and mitigate demanding working conditions. We emphasise that the nature of job demands/resources that may cause burnout is not universal but might depend on how employees evaluate them, thus neurotypical and neurodiverse workers who evaluate the same work characteristics differently might complement each other, increasing organisational diversity without losing productivity. Our conceptual elaboration contributes to the theory and practice of healthier workplaces by providing tools and inspiration to managers, policymakers, and all stakeholders interested in creating a diverse and productive workplace. Moreover, our work might spark a much needed debate on occupational burnout among employees with autism and encourage conducting further empirical studies.

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Section: Discussionmentioning

confidence: 99%

Toward an understanding of occupational burnout among employees with autism – the Job Demands-Resources theory perspective

Tomczak

Kulikowski

2023

Curr Psychol

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“…Technology-based workplace accommodations are modifications to the physical work environment or human resource management practices using technology. Importantly, many of these solutions were based on digital technology [16][17][18][19], such as computer applications or mobile devices. Some of them have involved technology for the general population, for example, by optimizing the available solutions addressed to conduct work in remote form [20][21][22].…”

Section: Prior Studies On Technology-based Workplace Accommodationsmentioning

confidence: 99%

Autistic Employees’ Technology-Based Workplace Accommodation Preferences Survey—Preliminary Findings

Tomczak

Ziemiański

2023

IJERPH

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Background: There has been an increase in the number of research studies focused on the design of accommodations aimed at improving the well-being and work performance of autistic employees. These accommodations took various forms; some of them were based on modification of management practices, for example, support in the area of effective communication, or involved modifications to the physical working environment aimed at limiting sensory vulnerabilities. Many of these solutions were based on digital technology. Methods: This quantitative research aimed to learn about the opinions of the autistic respondents as potential end users and their assessment of the proposed solutions within four main challenge areas: (1) effective communication; (2) time management, task prioritizing, and organization of work; (3) stress management and emotion control; and (4) sensory sensitivities. Results: Respondents gave the highest ratings to solutions aimed at limiting overstimulation and a flexible approach toward working time, support of a job coach, remote work, and support by allowing electronic-mediated communication based on non-direct contact. Conclusions: The results can be the starting point for further research on the highest rated solutions dedicated to improving working conditions and the well-being of autistic employees and can be an inspiration for employers who plan to introduce such solutions.

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The BRIDGE Framework: How Stigma Research Informs Everyday Practices Toward Neurodiversity and Neuroinclusion in the Workplace

Johnson

2024

Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Business

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Context of Digitalized Employment for Older Adults with Autism Spectrum Disorder in the New Normal

Cited by 3 publications

References 71 publications

Toward an understanding of occupational burnout among employees with autism – the Job Demands-Resources theory perspective

Toward an understanding of occupational burnout among employees with autism – the Job Demands-Resources theory perspective

Autistic Employees’ Technology-Based Workplace Accommodation Preferences Survey—Preliminary Findings

The BRIDGE Framework: How Stigma Research Informs Everyday Practices Toward Neurodiversity and Neuroinclusion in the Workplace

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