Improving outcomes for workers with mental retardation

Fornes, Sandra L.; Rocco, Tonette S.; Rosenberg, Howard

doi:10.1002/hrdq.1246

Cited by 24 publications

(28 citation statements)

References 37 publications

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“…Employees with intellectual disabilities appear to be more satisfied if their work environment fulfils their needs. Fornes et al () on the other hand, found no significant association between person–job congruency (i.e., the match between a person's interests, skills, and abilities with the job requirements) and job satisfaction.…”

Section: Resultsmentioning

confidence: 99%

“…Particularly social skills and communication skills, which were found to be positively related to the job satisfaction facets coworkers and supervision. Fornes et al () on the other hand, found that job performance, including performance on work‐required daily living activities (self‐care, personal behavior), interpersonal and social skills needed for employment and job duties, was not a significant predictor of job satisfaction for those in integrated employment. Lam and Chan () found that IQ was negatively associated with overall job satisfaction, and that those with mild/borderline intellectual disabilities in sheltered employment reported lower levels of job satisfaction than those with moderate/severe intellectual disabilities.…”

Section: Resultsmentioning

confidence: 99%

“…Petrovski and Gleeson () also found no association between job satisfaction and aspirations in life (e.g., driving a car/motor and earning more money). Fornes et al () found that self‐determination was the most important predictor of job satisfaction of people with mild to moderate intellectual disabilities in integrated employment, accounting for 21% of the variance of the job satisfaction scale. Reiter, Friedman, and Molcho () found that the factors underlying motivation could discriminate satisfied from dissatisfied subjects.…”

Section: Resultsmentioning

confidence: 99%

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Job Satisfaction of People With Intellectual Disabilities in Integrated and Sheltered Employment: An Exploration of the Literature

Akkerman

Janssen

Kef

et al. 2016

Policy Practice Intel Disabi

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Paying attention to job satisfaction of people with intellectual disabilities, in either integrated or sheltered employment, is important, to increase individual as well as organizational functioning and well‐being. Nevertheless, little is known about job satisfaction of employees with intellectual disabilities and the factors increasing or hindering this. The aim of this study was to explore existing research evidence regarding job satisfaction of people with intellectual disabilities in integrated and sheltered employment settings, and its associated factors. A systematic and comprehensive literature search revealed 13 relevant studies that were examined. Results indicated that people with intellectual disabilities in integrated employment and sheltered employment generally report satisfaction with their jobs. Satisfaction levels appear to be higher in integrated employment. Furthermore it was found that characteristics of the employee and of the employment setting were associated with job satisfaction, as well as social relations, support, and the fit between the employees’ needs and the work environment. Advancements can be made with respect to policy and practice of employment of people with intellectual disabilities. To improve their job satisfaction we suggest an integrative approach, taking into account that job satisfaction is an interplay between personal, situational, and social‐cognitive characteristics. This is reflected in current theoretical frameworks in general job satisfaction literature. Future research on job satisfaction of people with intellectual disabilities could profit from developments in general job satisfaction literature and in addition take account of factors particularly relevant to people with intellectual disabilities, the possible impact of comparison processes, and the development of sound measurement methods. Finally, we advocate for greater insight and involvement of people with intellectual disabilities in career related matters, to enhance their self‐determination and motivation and increase satisfaction.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

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Job Satisfaction of People With Intellectual Disabilities in Integrated and Sheltered Employment: An Exploration of the Literature

Akkerman

Janssen

Kef

et al. 2016

Policy Practice Intel Disabi

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“…Career and retirement coaching was mentioned the most often. This HR practice is approached from a broad stance: “career development is related to future job assignments” (Gilley, Eggland, & Gilley, , p. 12), and should not be equated with solely upward mobility (Fornes, Rocco, & Rosenberg, ) but with sideways mobility and retirement as well. Apparently, a lot could be gained by employing this practice more often.…”

Section: Discussionmentioning

confidence: 99%

Development (f)or Maintenance? An Empirical Study on the Use of and Need for HR Practices to Retain Older Workers in Health Care Organizations

Veth

Emans

Heijden

et al. 2015

Human Resource Development Quarterly

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The aims of this paper are to: 1) examine the prevalence of HR (HRM and HRD) practices to retain older workers in healthcare organizations; 2) evaluate those HR practices that are specifically designed to facilitate the retention of older workers, and; 3) classify those HR practices against the needs of older workers, line managers and HR professionals. To achieve these aims, 51 interviews have been conducted with older workers, line managers, and HR professionals working in 15 Dutch hospitals and care service organizations in late 2010. The study had a mixed-methods set-up in that the collected information was partly quantitative (figures about the prevalence and outcomes of practices), and partly qualitative (incorporating illustrative reflections or observations offered by interviewees), the latter complementing the former. Maintenance HR practices (practices that are focused on retaining older workers in their current jobs) appeared to be by far more prevalent compared to development HR practices (practices that are focused on advancement, growth and accomplishment, and that encourage individual workers to achieve new and challenging levels of functioning). In general, both types of HR practices were evaluated as successful byolder workers, line managers and HR professionals. Unexpectedly, the successful evaluations of the maintenance practices appeared to be attributed to developmental rather than 1 We would like to thank the reviewers of this article for their highly constructive comments. Development (f) In the face of the rapid ageing and 'dejuvenization' of the working population across most of the developed world in the 21 st century (Hedge & Borman, 2012;Schalk et al., 2010;Shultz & Adams, 2009;Van der Heijden et al., 2010), there is a need to promote better employment opportunities for older people (OECD, 2012). Internationally, the most populous age group has shifted from the 20-24 group in 1980 to the 30-34 group in 1990, and, subsequently, to the 40-44 group in 2010 (Steemers, 2010). In a similar vein, in European Union member states an average increase of 12% in the proportion accounted for by the 50-59 age group has been predicted over the next 10 years (Inceoglu, Segers, & Bartram, 2012, p. 300).Therefore, due to the expected workforce shortage, better and longer working careers are urgently needed to finance and support the longer life of European citizens (Ilmarinen, 2005(Ilmarinen, , 2009). In the 21st century, the number of young empolyees will be too few to replace those who retire, which could be detrimental for the economic growth. The issue at stake here is doing more with fewer workers and, at the same time, with a workforce consisting of relatively more older workers (Collins, 2003). Though retention of older workers might not be an appropriate strategy in some types of organizations, due to specific skill and capabilities' requirements that are age-dependent, it may be assumed that, in general, a greater utilization of the workforce segment of older workers will be an important appr...

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“…Rocco, & Rosenberg, 2008;, improved health and psychological well-being(Johnson & Krueger, 2005), enhanced quality of life(Lachapelle et al, 2005; Nota, Ferrari, Soresi, & Wehmeyer, 2007), and greater independence). Downloaded by [University of North Texas] at 03:03 02 December 2014…”

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confidence: 96%