Duration of disability, job mismatch and employment outcomes

Choe, Chung; Baldwin, Marjorie L.

doi:10.1080/00036846.2016.1210767

Cited by 15 publications

(22 citation statements)

References 18 publications

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“…The negative correlation between earnings and the Health Mismatch Index is consistent with studies that find that skills mismatch is associated with lower wages and fewer hours worked(Kaye 2007;Jones et al 2014;Choe and Baldwin 2017. In addition, Jones et al (2014) find that mismatch is associated with lower productivity, which may result in lower wages.…”

supporting

confidence: 84%

“…As a result of this lack of focus, little is known about how SSDI activity relates to whether workers are able to perform the requirements of their specific occupation. The literature has found that being unable to perform requirements on the job due to physical limitations is associated with earlier retirement (Hudomiet et al 2017, Sonnega et al 2018, lower earnings (Kaye 2009;Jones and Sloan 2010;Jones et al 2014;Choe and Baldwin 2017), and lower job satisfaction (Jones et al 2014). However, no paper has looked at how health mismatch affects the likelihood of receiving SSDI benefits specifically or at the probability of leaving a job for health reasons, a potential precursor to SSDI use.…”

Section: Introductionmentioning

confidence: 99%

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The Relationship between Occupational Requirements and SSDI Activity

2019

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supporting

confidence: 84%

Section: Introductionmentioning

confidence: 99%

The Relationship between Occupational Requirements and SSDI Activity

2019

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“…Workers who need time to recover from injuries, or to spend time in hospitals or rehabilitation, are likely to be lower earners and are excluded from our data because they are not full‐time full‐year employees. Second, mismatched workers have lower job duration and are more likely to be absent from our sample (Choe and Baldwin ). Third, workers who feel they have experienced discrimination are more likely to be discouraged and drop out, and therefore be absent from our sample.…”

Section: Methodsmentioning

confidence: 99%

“…The effects of skill mismatch appear to be particularly acute for workers with disabilities, as found by Jones and Sloane (). Choe and Baldwin () also find that mismatched workers with physical disabilities have lower job duration, wages and hours than their counterparts who have a better match. Whether the pay gap is due to skill mismatch or not, one study using 1984 and 1993 US data found that most but not all of the pay gap associated with a reported work limitation disability was tied to functional limitations that presumably limit productivity (DeLeire ), while a UK study concluded that only about half of the disability pay gap could be explained by productivity related characteristics (Kidd et al .…”

Section: Theory and Prior Literaturementioning

confidence: 99%

Why Do Workers with Disabilities Earn Less? Occupational Job Requirements and Disability Discrimination

Kruse

Schur

Rogers

et al. 2017

Brit J Industrial Rel

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We analyse competing explanations for the lower pay of employees with disabilities, using 2008–2014 data from the American Community Survey matched to O*Net data on occupational job requirements. The results indicate that only part of the disability pay gap is due to productivity‐related job requirements. The remaining pay gap — experienced by employees whose impairments should not limit their productivity — reflects potential discrimination. The discrimination‐related pay gaps appear to be smallest and possibly non‐existent for women and men with hearing impairments, and largest for those with cognitive and mobility impairments. Overall the results indicate that discrimination is likely to remain an influence on the pay of many workers with disabilities.

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“…However, when work capacity is assessed, other factors also become important. Along with the functional limitations themselves, the interaction of those limitations with the particular requirements and demands of the individual's work environment determine whether work is still possible [2,3]. Work capacity should therefore be defined as a dynamic, multidimensional phenomenon, based not only on individual aspects, but on an interplay among individual, psychosocial, behavioral and environmental conditions [4].…”

Section: Introductionmentioning

confidence: 99%

Work capacity assessments and efforts to achieve a job match for claimants in a social security setting: an international inventory

Sengers

Abma

Ståhl

et al. 2020

Disability and Rehabilitation

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Purpose: Many high-income countries are witnessing a shift of focus on eligibility for disability benefits towards promotion of work reintegration. However, little is known about how countries assess work capacity, and how a job match is then obtained. The current study aims to compare work capacity assessments and available efforts to achieve a job match in eight high-income OECD countries. Methods: A survey was conducted among key stakeholders concerning organization of work capacity assessments in social security settings, and efforts made to obtain a job, across eight OECD countries: Australia, Denmark, Finland, Iceland, Sweden, the Netherlands, the United Kingdom and the United States. Results: In most countries, work capacity is assessed at several time points, with variations in moments and in information used for job matching. In countries obtaining information on personal and work levels, the search to find a job match usually begins with the persons who have disabilities. Conclusion: Although a shift towards a holistic focus in work capacity assessment has been recognized, medical factors still prevail. Limited emphasis is placed on the implications of functional limitations for the possibilities of work. A holistic approach to assessment needs to be coupled with holistic support measures through provision of coordinated and high quality job matching services. ä IMPLICATIONS FOR REHABILITATION Besides determining eligibility for benefits the outcome of the work capacity assessment can also be used for other purposes such as reintegration and should not result in a static description of work capacity but also deliver insight in support needs. Involving multiple institutions and disciplines in work capacity assessments may result in a broader overview of the claimants' capacities, however this places high demands on cooperation and data sharing of all those involved. Incorporating the claimants own perspective on work capacity and possibilities to work might improve the legitimacy of the process and reasonably also the achievement of a good and sustainable job match. This can be achieved by using self reported questionnaires and interviews in the assessments.

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Duration of disability, job mismatch and employment outcomes

Cited by 15 publications

References 18 publications

The Relationship between Occupational Requirements and SSDI Activity

The Relationship between Occupational Requirements and SSDI Activity

Why Do Workers with Disabilities Earn Less? Occupational Job Requirements and Disability Discrimination

Work capacity assessments and efforts to achieve a job match for claimants in a social security setting: an international inventory

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