Employment and Intellectual Disability: Achieving Successful Employment Outcomes

Smith, Kaye; Webber, Lynne; Graffam, Joseph; Wilson, Carlene

doi:10.1016/s0074-7750(04)29008-5

Cited by 10 publications

(11 citation statements)

References 54 publications

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“…Such differences may be partly attributable to the quality of prior experiences employers have had with people with disabilities (Chen et al, 2016). The intention of employers to hire people with disabilities is typically low if prior experiences have been unsatisfactory (Smith et al, 2004a). When an employer perceives the job performance of employees with disabilities to be the same or better than that of their coworkers without disabilities, their willingness to hire people with disabilities increases (Greenan et al, 2002).…”

Section: Resultsmentioning

confidence: 99%

“…Successful employment outcomes depend on employment opportunities, employee expectations about work conditions, and employer satisfaction with the employee’s job performance and culture fit (Smith et al, 2004b). Because different key stakeholders set different criteria for success, there is no universally accepted definition of “success” in employment (Hees et al, 2012); employees may prioritize job satisfaction and work-life balance, whereas employers focus on sustainability and at-work functioning (Hees et al, 2012; Heslin, 2005).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Because different key stakeholders set different criteria for success, there is no universally accepted definition of “success” in employment (Hees et al, 2012); employees may prioritize job satisfaction and work-life balance, whereas employers focus on sustainability and at-work functioning (Hees et al, 2012; Heslin, 2005). Defining what constitutes success in employment is in itself challenging (Gilbride et al, 2003; Smith et al, 2004b; Westmorland et al, 2002). Therefore, defining successful employment outcomes for a diverse group such as people with disabilities presents an even greater challenge.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

See 2 more Smart Citations

Successful employment outcomes for people with disabilities: A proposed conceptual model.

Ikutegbe,

Randle,

Sheridan

et al. 2023

Consulting Psychology Journal

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Section: Resultsmentioning

confidence: 99%

Section: Theoretical Frameworkmentioning

confidence: 99%

Section: Theoretical Frameworkmentioning

confidence: 99%

See 1 more Smart Citation

Successful employment outcomes for people with disabilities: A proposed conceptual model.

Ikutegbe,

Randle,

Sheridan

et al. 2023

Consulting Psychology Journal

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“…Consequently, employers may be less willing to hire people with disabilities. However, a good match between the applicant and the job can make a real difference for an employer concerning the decision to hire a person with a disability (Fraser, Ajzen, Johnson, Hebert, & Chan, 2011;Gilbride, Stensrud, Vandergoot, & Golden, 2003;Smith, Webber, Graffam, & Wilson, 2004). Employers also attach importance to knowledge and information about disabilities, and a good and stable communication with disability employment agencies or an expert to be contacted in case of problems arising at the workplace (Kaye et al, 2011).…”

Section: Employers' Attitudesmentioning

confidence: 99%

Disability and employment – overview and highlights

Vornholt

Villotti

Muschalla

et al. 2017

European Journal of Work and Organizational Psychology

243

179

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Due to the expected decline in the working-age population, especially in European countries, people with disabilities are now more often recognized as a valuable resource in the workforce and research into disability and employment is more important than ever. This paper outlines the state of affairs of research on disability and employment. We thereby focus on one particular group of people with disabilities, that is to say people with mental disabilities. We define disability according to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, by that recognizing that disability results from the interaction of person and environment. Key issues, including the complexity of defining disability, the legal situation in Europe and North America concerning disability at work, and barriers and enablers to employment, are discussed. For each of the topics we show important findings in the existing literature and indicate where more indepth research is needed. We finalize with a concrete research agenda on disability and employment and provide recommendations for practice.

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“…In a limited number of cases, employers do have a positive attitude right from the outset, but this is usually when employers have prior personal experience with people with disability. These findings provide some clarity regarding the conflicting findings of studies that report the views of employers, which typically report positive employer attitudes, and studies that report the perspectives of people with disability, which typically report negative employer attitudes (Bredgaard and Salado-Rasmussen, 2021;Gilbride et al, 2000;Hernandez et al, 2007;Hernandez et al, 2000;Ju et al, 2013;Smith et al, 2004). This disparity is likely due to social desirability bias on the part of employers who want to appear inclusive to people with disability.…”

Section: Methodological Implicationsmentioning

confidence: 83%

Increasing employer willingness to hire people with disability: the perspective of disability employment service providers

Mahasneh

Randle

Gordon

et al. 2023

JSOCM

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Purpose This study aims to investigate which factors are associated with the willingness of employers to hire people with disability from the perspective of disability employment service providers. We also identify social marketing approaches that disability employment service providers consider to be most effective in increasing employer willingness to hire people with disability. Design/methodology/approach Using the framework of the theory of planned behavior, this study examines the association of attitude, subjective norms and perceived behavioral control with employer willingness to hire people with disability. The authors do this from the perspective of disability employment service providers, who are responsible for matching people with disability with suitable employment opportunities. The authors used a qualitative approach to data collection and conducted 30 in-depth interviews. Data analysis included deductive and inductive coding to develop the themes and subthemes. Findings Attitude, subjective norms and perceived behavioral control were all perceived to influence employers’ willingness to hire people with disability. However, the importance of each construct was perceived to differ by location and organization type. Three key social marketing approaches were perceived to be most effective in increasing employer willingness to hire people with disability: educational, relational and interactive. The educational intervention attempts to increase employers’ knowledge about disability, the relational approach aims to develop relationships within the community to strengthen relationships with employers and the interactive approach involves direct contact between employers and people with disability. Originality/value Theoretically, this study reveals perceived heterogeneity in terms of the theoretical constructs that are employer hiring decisions. Practically, results help disability employment service providers design social marketing strategies that are effective in reducing barriers and increasing employment for people with disability. Methodologically, this study adds a new perspective on employer willingness to hire people with disability – that of disability employment service providers – which avoids the social desirability bias found in many self-reported studies of employer attitudes and behavior.

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Employment and Intellectual Disability: Achieving Successful Employment Outcomes

Cited by 10 publications

References 54 publications

Successful employment outcomes for people with disabilities: A proposed conceptual model.

Successful employment outcomes for people with disabilities: A proposed conceptual model.

Disability and employment – overview and highlights

Increasing employer willingness to hire people with disability: the perspective of disability employment service providers

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