Self-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm

Abstract

BackgroundThe job placement of persons with disability is often threatened by prejudices and stereotypes; even when they are employed, they have less qualified and less paid jobs. The aim of this study was to investigate the self-perceived employability in a sample of workers with disability, hypothesizing to find a good level of self-determination and positive meaning of work.Materials and MethodsTen semi-structured interviews have been conducted, applying a mix-method to the data analysis through qualitative interpretation and quantitative content analysis. Results confirmed what recent literature shows about the need for job inclusiveness for persons with disability and also underlined a profound sense of satisfaction related to the job, strong identity, and empowerment derived from the job involvement.ConclusionPractical implications are related to the job design procedure inspired by diversity management, in order to pay attention to every single diversity and ensure equity and inclusion.

Psychological Contracts and Organizational Commitment: The Positive Impact of Relational Contracts on Call Center Operators

“…Finally, it is important for call center managers to ensure that policies and practices are gender-inclusive and do not inadvertently reinforce gender stereotypes or biases that may contribute to gender differences in affective commitment. This could involve promoting diversity and inclusion in the workplace (Domingo-Cabarrubias 2012; Fantinelli et al 2022), providing equal opportunities for professional development and advancement and ensuring that all employees feel valued and supported regardless of gender. Overall, the gender difference in affective commitment in a call center highlights the importance of understanding and addressing the unique needs and experiences of different employee groups to promote a positive and supportive work environment for all.…”

Bridging the Gap between Theoretical Learning and Practical Application: A Qualitative Study in the Italian Educational Context

“…Furthermore, both internal and external variables, such as the context of life or work, converge in the construct. This interplay is underscored by a recent study [32], which highlights the crucial role of employability promotion in diversity management strategies to foster job inclusiveness. Moreover, employability also includes the dimensions of adaptability [33,34], career identity [35,36] and human and social capital [37][38][39].…”

Current college graduates’ employability factors based on university graduates in Shaanxi Province, China

“…The internal dimension refers to individual abilities and characteristics, while the external dimension refers to other than individual characteristics, such as macro labor market environment, industry conditions, and policy preference, which affect employment results to a certain extent ( Rajan et al, 2000 ). From the perspective of social psychology, Mcardle et al (2007) and Fantinelli et al (2022) believed that employability should include personal adaptation, career cognition, human and social capital, and other factors. Andrew divided “perceived employability” into the perception of external factors such as labor market conditions, university reputation, and professional fields, and the perception of internal factors such as individual skill mix and workers’ self-belief ( Rothwell et al, 2008 ).…”