Improving Job Tenure Outcomes for People with Disabilities

Abstract

The need for job retention services in rehabilitation is clearly indicated in statistics on unemployment and job loss rates for people with disabilities. In this article, information is provided on a three-part job retention model (the 3M model) containing the constructs of match, maturity, and mastery. The thesis of the article is that individuals with disabilities are more likely to retain employment when rehabilitation counselors provide retention services compatible with the 3Ms. Counselors can help people with disabilities (a) establish the prerequisite job-person match, (b) meet career maturity challenges, and (c) demonstrate mastery of novel workplace problems.

Generic skills in students with mild intellectual disability

“…Takođe, podaci iz inostrane literatura govore da osobe sa višim kognitivnim sposobnostima bolje izvrša-vaju radne zadatke u širokom spektru različitih poslova (Bobko, Roth, & Potosky, 1999;Schmidt & Hunter, 1998), što utiče na zadržavanje radnih mesta i povećava njihovo zadovoljstvo poslom (Rosenberg & Brady, 2000;Roessler, 2002).…”

Positive Psychology Theory, Research, and Practice: A Primer for Rehabilitation Counseling Professionals

“…Social problem-solving skills are critical for the many people with disabilities who regularly experience unplanned problems related to health, social, or physical environmental barriers (Roessler, 2002). Thus, it is not surprising that social problem-solving models have been applied to individuals with a range of disabilities, including those with spinal cord injury (Elliott, Bush, & Chen, 2006), depression (Nezu & Perri, 1989), low vision (Dreer, Elliott, Fletcher, & Swanson, 2005), traumatic brain injury (Rath, Hennessy, & Diller, 2003), cancer (Nezu, Nezu, Felgoise, McClure, & Houts, 2003), and HIV (Johnson, Elliott, Neilands, Morin, & Chesney, 2006).…”

An Investigation of the Strategies used by Organizations Participating in the Welfare-to-Work Network Programs and Correlation of the Strategies with the Retention Data to Determine Best Practices for Job Retention among Former Welfare Recipients.

“…The statistics on unemployment and job loss rates for people with disabilities clearly indicate the need for job retention services (Roessler, 2002).The statistics on welfare employment vary according to states, however nationally less than 50% of former welfare recipients sustain jobs for more than 12 months (Holzer, 2000). Job tenure is a major concern among for welfare recipients for several compelling reasons.…”

“…Improving the job retention rates of "hard to serve" welfare employees require the use of the types of interventions espoused in the 3-M model of Job Retention (Roessler, 2002).…”

“…As illustrated by the findings of this study, job retention strategies can have useful implications for organizations; consequently, those who lead these organizations must work to create the conditions for employer job retention strategies to develop. As the field of HRD evolves, employer job strategies provide HRD professionals with a means to help special needs employees in work-related jobs successfully operate within the inner workings of a competitive and ever-changing work culture (Roessler, 2002). …”