Perspectives on Employer-Initiated Terminations Among Young Adults on the Autism Spectrum

Pezzimenti, Florencia; Durrani, Eman; Zheng, Shuting; Adams, Richard H.; Bishop, Somer; Taylor, Julie Lounds

doi:10.1007/s10803-022-05884-6

Cited by 5 publications

(4 citation statements)

References 62 publications

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“…Autistic adults report many social challenges related to employment including difficulty presenting themselves as a desirable job candidate in employment interviews (Flower et al, 2021;Whelpley and May, 2022), communicating effectively and collaborating with nonautistic coworkers and supervisors (Muller et al, 2003;Baldwin et al, 2014;Sosnowy et al, 2018;Grob et al, 2019;Black et al, 2020;Bury et al, 2021), understanding and responding appropriately to non-autistic coworkers social cues (Anderson et al, 2020;Bury et al, 2021), and judging when, how, and with whom to discuss workplace issues that arise (McKnight-Lizotte, 2018;Anderson et al, 2020;Bury et al, 2021). Autistic adults report misreading social cues and having difficulty with communication, being misunderstood, and being emotional at work as antecedents to being dismissed from their employment (Pezzimenti et al, 2023).…”

Section: Social Skills and Autistic Employment Challengesmentioning

confidence: 99%

“…Misinterpretation of the behavior of autistic employees has the potential for negative employment outcomes for the autistic person at work. Misunderstanding and miscommunication may result in negative quality of work life for autistic employees, as well as jeopardize their employment success and retainment (Bury et al, 2021;Pezzimenti et al, 2023). Therefore, it is important to identify factors associated with more accurate behavior interpretation skills toward autistic individuals in the workplace.…”

Section: The Medical and Social Models Of Disabilitymentioning

confidence: 99%

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Neurotype and participatory autism knowledge predict perceptions of an autistic employee in the workplace

Szechy,

O'Donnell

2024

Front. Organ. Psychol

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IntroductionAutistic adults are unemployed at much higher rates than the general population. Differences due to autistic traits, including social skills differences, are often barriers to autistic adults obtaining and retaining employment in non-autistic workplaces. The double empathy problem (DEP) posits that autistic social differences are not due to assumed autistic social impairment but to mutual misunderstandings within the autistic/non-autistic social interaction. Consistent with the DEP, autistic adults are more likely to accurately interpret the behavior of an autistic employee, compared to non-autistic adults. This study examined additional factors, beyond neurotype, that are associated with accurate interpretation of the behavior of an autistic employee.MethodsA sample of 73 autistic and 140 non-autistic participants read a vignette about a hypothetical autistic employee in a non-autistic workplace having a difficult workday. Participants completed questions about their interpretation of the employee's behavior, an autism knowledge measure, autism experience questions, and demographic information.ResultsGeneral autism knowledge, but not autism experience, was an influential predictor of accurate behavior interpretation toward the autistic employee and negated the predictive influence of education level, income, and gender identity of participants (OR = 1.12, p < 0.001). However, regardless of the level of autism knowledge, autistic participants continued to be significantly more likely to accurately interpret the behavior of the autistic employee, compared to non-autistic participants (OR = 2.94, p = 0.02).DiscussionResults continue to contribute support for the DEP within the context of autistic employment challenges. Findings also point to autism education as a promising autism workplace support in addressing the DEP and barriers autistic adults face with obtaining and retaining employment.

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Section: Social Skills and Autistic Employment Challengesmentioning

confidence: 99%

Section: The Medical and Social Models Of Disabilitymentioning

confidence: 99%

Neurotype and participatory autism knowledge predict perceptions of an autistic employee in the workplace

Szechy,

O'Donnell

2024

Front. Organ. Psychol

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“…Disclosure, which is defined as divulging diagnostic information, related traits, or workplace needs to someone at work [11], provides an opportunity to receive accommodations or adjustments that support daily workplace functioning and may enhance productivity and inclusivity [12][13][14]. Owing to autistic traits not being physically visible [14,15], autistic employees sometimes camouflaging their autistic traits in the workplace [16], or a lack of general knowledge about autistic features among workplaces [12,17], autism is often not immediately apparent, and thus, autistic persons have the choice of whether to disclose. Autistic persons must consider numerous factors when making this decision.…”

Section: Autism Disclosurementioning

confidence: 99%

Development and Usability Testing of a Web-Based Workplace Disability Disclosure Decision Aid Tool for Autistic Youth and Young Adults: Qualitative Co-design Study

Tomas¹,

Hsu²,

Kingsnorth³

et al. 2023

JMIR Form Res

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Background Deciding whether and how to disclose one’s autism at work is complex, especially for autistic youth and young adults who are newly entering the labor market and still learning important decision-making and self-determination skills. Autistic youth and young adults may benefit from tools to support disclosure processes at work; however, to our knowledge, no evidence-based, theoretically grounded tool exists specifically for this population. There is also limited guidance on how to pursue the development of such a tool in collaboration with knowledge users. Objective This study aimed to co-design a prototype of a disclosure decision aid tool with and for Canadian autistic youth and young adults, explore the perceived usability of the prototype (usefulness, satisfaction, and ease of use) and make necessary revisions, and outline the process used to achieve the aforementioned objectives. Methods Taking a patient-oriented research approach, we engaged 4 autistic youths and young adults as collaborators on this project. Prototype development was guided by co-design principles and strategies, and tool content was informed by a previous needs assessment led by our team, the autistic collaborators’ lived experiences, considering intersectionality, research on knowledge translation (KT) tool development, and recommendations from the International Patient Decision Aid Standards. We co-designed a web-based PDF prototype. To assess perceived usability and experiences with the prototype, we conducted 4 participatory design and focus group Zoom (Zoom Video Communications) sessions with 19 Canadian autistic youths and young adults aged 16 to 29 (mean 22.8, SD 4.1) years. We analyzed the data using a combined conventional (inductive) and modified framework method (deductive) analysis to map the data onto usability indicators (usefulness, satisfaction, and ease of use). Grounded in participants’ feedback, considering factors of feasibility and availability of resources, and ensuring tool fidelity, we revised the prototype. Results We developed 4 categories pertaining to the perceived usability of and participant experiences with the prototype: past disclosure experiences, prototype information and activities, prototype design and structure, and overall usability. Participant feedback was favorable and indicative of the tool’s potential impact and usability. The usability indicator requiring the most attention was ease of use, which was prioritized when revising the prototype. Our findings highlight the importance of engaging knowledge users throughout the entire prototype co-design and testing processes; incorporating co-design strategies and principles; and having content informed by relevant theories, evidence, and knowledge users’ experiences. Conclusions We outline an innovative co-design process that other researchers, clinicians, and KT practitioners may consider when developing KT tools. We also developed a novel, evidence-based, and theoretically informed web-based disclosure decision aid tool that may help autistic youth and young adults navigate disclosure processes and improve their transitional outcomes as they enter the workforce.

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“…Internal factors such as attitudes towards training, interests and talents, satisfaction, etc. as well as external factors from outside the individual concerned such as communication, environment and leadership [9]. The aim of this research is to determine the quality of communication between athletes and coaches in Kutai Kartanegara Regency, East Kalimantan.…”

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confidence: 99%

Description of the Quality of Communication between Athletes and Coaches in the District. Kutai Kartanegara, East Kalimantan

Irianto,

Kurniawan

2023

IJMRA

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The aim of this research is to determine the quality of communication between athletes and coaches in Kutai Kartanegara district, East Kalimantan. The aim of research on the quality of communication between athletes and coaches is to evaluate and analyze athletes' perceptions regarding the quality of communication they receive from their coaches. To identify areas of communication that can be improved between athletes and coaches, as well as understand how successful communication can be understood by athletes and impact outcomes. The need for coaches to understand better communication with athletes. The method used in this research uses quantitative descriptive. Quantitative descriptive is a research method by collecting data and processing it in a descriptive way. It can also be used to identify factors that influence conclusions about the subject under study. Quantitative descriptives can be used to collect information from populations or individual subjects. This method can also be used to analyze previous data to look for patterns or trends in the data. The number of samples in the study was 233 athletes. The instrument used in this research was a questionnaire in the form of a Google Form. With Structural Equation Modeling (SEM) technique analysis using AMOS version 24 software. The results of this study note that the results are in the quality of coach-athlete communication. The RMSEA of this research is 0.074 with a recommended value of ≤ 0.08, this shows that the research model is fit. The AGFI in this model is 0.850. Values close to the recommended level ≥ 0.90 indicate marginal fit of the research model. The GFI in this model is 0.892. Values close to the recommended level ≥ 0.90 indicate marginal fit of the research model. CMIN/DF in this study was 2.101, indicating that the research model was fit. The TLI in this study was 0.942 with the recommended value being ≥ 0.90, this shows that the research model is fit. The CFI in this study is 0.953, the recommended value is ≥ 0.90, this shows that the research model is fit.

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Perspectives on Employer-Initiated Terminations Among Young Adults on the Autism Spectrum

Cited by 5 publications

References 62 publications

Neurotype and participatory autism knowledge predict perceptions of an autistic employee in the workplace

Neurotype and participatory autism knowledge predict perceptions of an autistic employee in the workplace

Development and Usability Testing of a Web-Based Workplace Disability Disclosure Decision Aid Tool for Autistic Youth and Young Adults: Qualitative Co-design Study

Description of the Quality of Communication between Athletes and Coaches in the District. Kutai Kartanegara, East Kalimantan

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