Roberta Thimbriel, B. Urkmez, Beatrice Lee, Emre Umucu
BACKGROUND: People experience higher levels of psychological distress during times of crisis, such as the current COVID-19 pandemic. Resilience is a psychological resource that helps people to recover from adverse events. OBJECTIVE: The purpose of this study was to determine the effects of resilience on COVID-19-related stress and worry about job loss in people with chronic conditions and disabilities (PwCID). METHODS: The Perceived Stress Questionnaire -8 (PSQ-8) and the Brief Resilience Scale were used to measure COVID-19-related stress and resilience, respectively. Demographics were also assessed. A two-step hierarchical regression and binary regression analyses were conducted. RESULTS: A moderate amount of perceived stress and resilience with mean scores of 2.45 (SD = 0.69; range 1-4) and 3.17 (SD = 0.98; range 1-5), respectively, were found among the 269 participants. Resilience (β=-0.44, p < 0.001) was significantly associated withCOVID-19-related stress after controlling for demographic variables. Results also revealed that those with higher resilience scores had lower probability to worry about job loss. CONCLUSION: PwCID who have higher scores on resilience reported lower levels of COVID-19-related stress. Resilience can be cultivated among PwCID for better psychological outcomes during times of crisis. Vocational rehabilitation counselors can implement strategies to improve resilience in PwCID.
{"title":"COVID-19 stress, resilience, and job loss concerns in people with chronic conditions and disabilities","authors":"Roberta Thimbriel, B. Urkmez, Beatrice Lee, Emre Umucu","doi":"10.3233/jvr-221211","DOIUrl":"https://doi.org/10.3233/jvr-221211","url":null,"abstract":"BACKGROUND: People experience higher levels of psychological distress during times of crisis, such as the current COVID-19 pandemic. Resilience is a psychological resource that helps people to recover from adverse events. OBJECTIVE: The purpose of this study was to determine the effects of resilience on COVID-19-related stress and worry about job loss in people with chronic conditions and disabilities (PwCID). METHODS: The Perceived Stress Questionnaire -8 (PSQ-8) and the Brief Resilience Scale were used to measure COVID-19-related stress and resilience, respectively. Demographics were also assessed. A two-step hierarchical regression and binary regression analyses were conducted. RESULTS: A moderate amount of perceived stress and resilience with mean scores of 2.45 (SD = 0.69; range 1-4) and 3.17 (SD = 0.98; range 1-5), respectively, were found among the 269 participants. Resilience (β=-0.44, p < 0.001) was significantly associated withCOVID-19-related stress after controlling for demographic variables. Results also revealed that those with higher resilience scores had lower probability to worry about job loss. CONCLUSION: PwCID who have higher scores on resilience reported lower levels of COVID-19-related stress. Resilience can be cultivated among PwCID for better psychological outcomes during times of crisis. Vocational rehabilitation counselors can implement strategies to improve resilience in PwCID.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"2 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75431490","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Samantha J. Herrick, Weili Lu, Janice Oursler, John Beninato, Sharon Gbadamosi, Alison Durante, Elizabeth Meyers
BACKGROUND: Direct Skills Teaching (DST) is a method for distilling a skill into digestible components for ease of teaching and learning of a new skill. Job retention is a complex phenomenon requiring numerous social competencies that include verbal and non-verbal fluency among others. Individuals with Autism Spectrum Disorder (ASD) often struggle with social communication and therefore are at a disadvantage in employment settings; even when otherwise qualified for the position. OBJECTIVE: This preliminary pilot study tested the feasibility of a DST group intervention to assist individuals with ASD with work-related soft skills, with a particular focus on informal conversational skills. METHODS: Eight master’s level Rehabilitation Counseling students facilitated groups of adults with autism spectrum disorder seeking employment. Student facilitators followed the Conversing with Others manualized curriculum, designed to teach workplace based informal conversational soft skills. Participant feedback was sought both pre and post intervention, and student facilitators recorded their observations of each group session. RESULTS: The initial findings support the feasibility of soft-skills training for work-related conversational skills teaching for job seekers with ASD. The results also supported the need for significant adjustments to the intervention as well as any future studies of the small group intervention Conversing with Others. CONCLUSIONS: Workplace conversational skills can be facilitated in a small group setting. Master’s level counselors-in-training, were able to follow a manualized DST soft-skills small group.
{"title":"Soft skills for success for job seekers with autism spectrum disorder","authors":"Samantha J. Herrick, Weili Lu, Janice Oursler, John Beninato, Sharon Gbadamosi, Alison Durante, Elizabeth Meyers","doi":"10.3233/jvr-221203","DOIUrl":"https://doi.org/10.3233/jvr-221203","url":null,"abstract":"BACKGROUND: Direct Skills Teaching (DST) is a method for distilling a skill into digestible components for ease of teaching and learning of a new skill. Job retention is a complex phenomenon requiring numerous social competencies that include verbal and non-verbal fluency among others. Individuals with Autism Spectrum Disorder (ASD) often struggle with social communication and therefore are at a disadvantage in employment settings; even when otherwise qualified for the position. OBJECTIVE: This preliminary pilot study tested the feasibility of a DST group intervention to assist individuals with ASD with work-related soft skills, with a particular focus on informal conversational skills. METHODS: Eight master’s level Rehabilitation Counseling students facilitated groups of adults with autism spectrum disorder seeking employment. Student facilitators followed the Conversing with Others manualized curriculum, designed to teach workplace based informal conversational soft skills. Participant feedback was sought both pre and post intervention, and student facilitators recorded their observations of each group session. RESULTS: The initial findings support the feasibility of soft-skills training for work-related conversational skills teaching for job seekers with ASD. The results also supported the need for significant adjustments to the intervention as well as any future studies of the small group intervention Conversing with Others. CONCLUSIONS: Workplace conversational skills can be facilitated in a small group setting. Master’s level counselors-in-training, were able to follow a manualized DST soft-skills small group.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"14 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80139520","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Francisco de Borja Jordán de Urríes Vega, Beatriz Sánchez Herráez, Miguel Ángel Verdugo Alonso
BACKGROUND: People with intellectual and developmental disabilities (IDD) experience work ability decline through aging and disability (WADAD), conceptualized as the process of deterioration in work ability resulting from the interaction between disability and aging, which has a direct impact on their job. OBJECTIVE: There is a need to focus on how this decline can be detected and to identify the main areas and indicators of WADAD in people with IDD, in order to build a targeted prototype assessment tool to determine a prevention protocol that extends people’s positive working lives for as long as possible. METHODS: We employed a literature review, Delphi panel, and working group through Modular Object-Oriented Dynamic Learning Environment (MOODLE). RESULTS: We created a tool, composed of 76 items, 6 dimensions, and 17 indicators, to assess WADAD in people with IDD. CONCLUSIONS: The indicators identified can be used to develop prevention and/or intervention protocols for WADAD and to produce guidance for the transition toward retirement, specifically for people with IDD. This tool helps extend the satisfying working lives— with support— of people with IDD, promoting social inclusion and participation as workers and not as pensioners.
背景:智力与发育障碍(IDD)患者通过衰老和残疾(WADAD)经历工作能力下降(work ability decline through aging and disability，简称WADAD)，是残疾与衰老相互作用导致工作能力下降的过程，并直接影响其工作。目的:有必要关注如何检测这种下降，并确定IDD患者WADAD的主要领域和指标，以便建立有针对性的原型评估工具，以确定预防方案，尽可能长时间地延长人们的积极工作寿命。方法:采用文献回顾法、德尔菲小组法和工作组法，通过模块化面向对象动态学习环境(MOODLE)进行研究。结果:我们创建了一个由76个项目、6个维度和17个指标组成的工具来评估IDD患者的WADAD。结论:确定的指标可用于制定WADAD的预防和/或干预方案，并为退休过渡提供指导，特别是针对IDD患者。这一工具有助于在支持下延长IDD患者令人满意的工作生活，促进作为工人而不是作为退休人员的社会包容和参与。
{"title":"Assessment of work ability decline in workers with intellectual and developmental disabilities","authors":"Francisco de Borja Jordán de Urríes Vega, Beatriz Sánchez Herráez, Miguel Ángel Verdugo Alonso","doi":"10.3233/jvr-221209","DOIUrl":"https://doi.org/10.3233/jvr-221209","url":null,"abstract":"BACKGROUND: People with intellectual and developmental disabilities (IDD) experience work ability decline through aging and disability (WADAD), conceptualized as the process of deterioration in work ability resulting from the interaction between disability and aging, which has a direct impact on their job. OBJECTIVE: There is a need to focus on how this decline can be detected and to identify the main areas and indicators of WADAD in people with IDD, in order to build a targeted prototype assessment tool to determine a prevention protocol that extends people’s positive working lives for as long as possible. METHODS: We employed a literature review, Delphi panel, and working group through Modular Object-Oriented Dynamic Learning Environment (MOODLE). RESULTS: We created a tool, composed of 76 items, 6 dimensions, and 17 indicators, to assess WADAD in people with IDD. CONCLUSIONS: The indicators identified can be used to develop prevention and/or intervention protocols for WADAD and to produce guidance for the transition toward retirement, specifically for people with IDD. This tool helps extend the satisfying working lives— with support— of people with IDD, promoting social inclusion and participation as workers and not as pensioners.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"15 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78903497","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Weili Lu, Janice Oursler, Samantha J. Herrick, N. Gao, John Beninato, Tameika D. Minor, S. Franco, Gabriela Santiago, Tatiana Mihana, Emmaleigh Hauck
BACKGROUND: People with neurodevelopmental disorders often face significant challenges to finding and keeping employment including engaging in a job interview. Successfully navigating a job interview is a complex and essential stage to finding employment and requires skillful behaviors. OBJECTIVE: The study aimed to determine the feasibility of the Presenting Qualifications intervention for people with neurodevelopmental disorders. METHODS: Direct skills teaching (DST) is a researched method that can be utilized to help people learn a new skill. The current study implemented a multi-session, group based work-related soft skills intervention (“Presenting Qualifications”) for 76 people with various neurodevelopmental disorders via a DST approach. RESULTS: Participants reported increased perceived interview preparedness from pre to post intervention. Participants also reported satisfaction with the intervention. CONCLUSIONS: This suggests soft skills interventions delivered in group settings can be successfully implemented among people with neurodevelopmental disabilities. Implications of the findings and future research directions are discussed.
{"title":"Interview skills training for people with neurodevelopmental disorders receiving vocational services: A pilot study","authors":"Weili Lu, Janice Oursler, Samantha J. Herrick, N. Gao, John Beninato, Tameika D. Minor, S. Franco, Gabriela Santiago, Tatiana Mihana, Emmaleigh Hauck","doi":"10.3233/jvr-221210","DOIUrl":"https://doi.org/10.3233/jvr-221210","url":null,"abstract":"BACKGROUND: People with neurodevelopmental disorders often face significant challenges to finding and keeping employment including engaging in a job interview. Successfully navigating a job interview is a complex and essential stage to finding employment and requires skillful behaviors. OBJECTIVE: The study aimed to determine the feasibility of the Presenting Qualifications intervention for people with neurodevelopmental disorders. METHODS: Direct skills teaching (DST) is a researched method that can be utilized to help people learn a new skill. The current study implemented a multi-session, group based work-related soft skills intervention (“Presenting Qualifications”) for 76 people with various neurodevelopmental disorders via a DST approach. RESULTS: Participants reported increased perceived interview preparedness from pre to post intervention. Participants also reported satisfaction with the intervention. CONCLUSIONS: This suggests soft skills interventions delivered in group settings can be successfully implemented among people with neurodevelopmental disabilities. Implications of the findings and future research directions are discussed.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"12 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89449439","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: People with blindness and low vision (BLV) encounter many obstacles in retaining employment. Recent legislation has refocused vocational rehabilitation (VR) efforts toward job retention and career advancement among persons with disabilities. OBJECTIVE: We investigated the skills, including technology, and other issues that influenced job retention among persons with BLV to gain in-depth knowledge that is not typically available using survey methods or secondary data sources. METHODS: Intensive interviews using a semi-structured protocol were conducted with 11 persons with BLV and an employment history. Interviews were transcribed, summarized by major themes, and approved by participants. A qualitative software program assisted in further coding, identifying additional themes, and organizing participants’ information. RESULTS: Participants recommended that others with BLV be proficient in assistive technology use, develop networks, and be persistent in achieving goals. Participants had positive and challenging experiences with technology, employers, and the VR service delivery system. Participants reported stress associated with their jobs and concern about their workplace efficiency. CONCLUSIONS: Results suggest that job retention continues to be problematic for persons with BLV. Service delivery systems should explore policies and services that support job retention. Further research concerning job stress, assistive technology, and workplace efficiency is needed.
{"title":"Job retention: Perspectives of individuals with blindness and low vision","authors":"A. Crudden, Anne Steverson","doi":"10.3233/jvr-221204","DOIUrl":"https://doi.org/10.3233/jvr-221204","url":null,"abstract":"BACKGROUND: People with blindness and low vision (BLV) encounter many obstacles in retaining employment. Recent legislation has refocused vocational rehabilitation (VR) efforts toward job retention and career advancement among persons with disabilities. OBJECTIVE: We investigated the skills, including technology, and other issues that influenced job retention among persons with BLV to gain in-depth knowledge that is not typically available using survey methods or secondary data sources. METHODS: Intensive interviews using a semi-structured protocol were conducted with 11 persons with BLV and an employment history. Interviews were transcribed, summarized by major themes, and approved by participants. A qualitative software program assisted in further coding, identifying additional themes, and organizing participants’ information. RESULTS: Participants recommended that others with BLV be proficient in assistive technology use, develop networks, and be persistent in achieving goals. Participants had positive and challenging experiences with technology, employers, and the VR service delivery system. Participants reported stress associated with their jobs and concern about their workplace efficiency. CONCLUSIONS: Results suggest that job retention continues to be problematic for persons with BLV. Service delivery systems should explore policies and services that support job retention. Further research concerning job stress, assistive technology, and workplace efficiency is needed.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"22 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90793376","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Nurul Nadia Hasbollah, Abdul Kadir Abu Bakar, Norley Shuib, Ahmad Taufik Jamil, S. Razali, Suhaila Md Som
BACKGROUND: Employment is crucial in rehabilitation of patients with schizophrenia. It may have positive effects on cognitive function, including working memory. OBJECTIVE: The objective of this study was to look for evidence to confirm continuous job activities could maintain functional working memory in patients with schizophrenia. METHODS: This was a cross-sectional study involving patients with schizophrenia enrolled in supported employment (SE) program. Informed consent was obtained. Socio-demographic, employment, and clinical data were acquired from interview and clinical notes. Mini International Neuropsychiatric Inventory (M.I.N.I) was used to confirm the diagnosis of schizophrenia. Working memory was evaluated using Weschler Memory Scale Third Edition -Letter-Number Span and Spatial Span. RESULTS: 118 patients were recruited with a mean age of 43.76 years old (SD = 8.96). Most were male, Malays, Muslims, single, and received at least secondary education. There was a significant association between working memory and employment outcome (χ 2 = 20.835, p < .001), and past work history (χ 2 = 10.077, p = 0.002). Multiple logistic regression indicated that the employment outcome (adjusted OR: 12.50; 95% CI: 2.55–61.21; p = 0.002) and past work history (adjusted OR: 3.36; 95% CI: 1.05–10.70; p = 0.041) were significant predictors of working memory among patients with schizophrenia in SE program. CONCLUSION: This study indicated that continuous job activities could maintain functional working memory in patients with schizophrenia.
{"title":"Maintaining functional working memory through job activities: A study among patients with schizophrenia enrolled in a supported employment program","authors":"Nurul Nadia Hasbollah, Abdul Kadir Abu Bakar, Norley Shuib, Ahmad Taufik Jamil, S. Razali, Suhaila Md Som","doi":"10.3233/jvr-221205","DOIUrl":"https://doi.org/10.3233/jvr-221205","url":null,"abstract":"BACKGROUND: Employment is crucial in rehabilitation of patients with schizophrenia. It may have positive effects on cognitive function, including working memory. OBJECTIVE: The objective of this study was to look for evidence to confirm continuous job activities could maintain functional working memory in patients with schizophrenia. METHODS: This was a cross-sectional study involving patients with schizophrenia enrolled in supported employment (SE) program. Informed consent was obtained. Socio-demographic, employment, and clinical data were acquired from interview and clinical notes. Mini International Neuropsychiatric Inventory (M.I.N.I) was used to confirm the diagnosis of schizophrenia. Working memory was evaluated using Weschler Memory Scale Third Edition -Letter-Number Span and Spatial Span. RESULTS: 118 patients were recruited with a mean age of 43.76 years old (SD = 8.96). Most were male, Malays, Muslims, single, and received at least secondary education. There was a significant association between working memory and employment outcome (χ 2 = 20.835, p < .001), and past work history (χ 2 = 10.077, p = 0.002). Multiple logistic regression indicated that the employment outcome (adjusted OR: 12.50; 95% CI: 2.55–61.21; p = 0.002) and past work history (adjusted OR: 3.36; 95% CI: 1.05–10.70; p = 0.041) were significant predictors of working memory among patients with schizophrenia in SE program. CONCLUSION: This study indicated that continuous job activities could maintain functional working memory in patients with schizophrenia.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"6 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88830870","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Work experience programs are a common element of work-based learning for youth with disabilities under the Workforce Innovation and Opportunity Act, but few studies have focused on the effectiveness of these programs for youth who are blind or have low vision (B/LV). OBJECTIVE: The purpose of this study was to examine the impact of a vocational rehabilitation (VR) agency-sponsored summer work experience program on employment outcomes for transition-age youth with B/LV. METHODS: In this retrospective cohort study, we used propensity score matching to analyze de-identified case records obtained from a VR agency. Participants were 14 to 24 years old at VR application and had a primary or secondary disability of blindness, visual impairment, or deaf-blindness. The matched sample (N = 302) included 151 youth who participated in the program and 151 youth who did not participate. RESULTS: Summer work experience participants were more likely to obtain competitive employment at VR case closure than non-participants. Work hours and hourly earnings did not differ significantly between the two groups. CONCLUSIONS: These findings support the association between paid community-based work experiences and future employment for B/LV youth who receive VR services.
{"title":"Impact of a summer work experience program on employment outcomes for youth who are blind or have low vision","authors":"Jennifer L. Cmar, Michele C. McDonnall","doi":"10.3233/jvr-221207","DOIUrl":"https://doi.org/10.3233/jvr-221207","url":null,"abstract":"BACKGROUND: Work experience programs are a common element of work-based learning for youth with disabilities under the Workforce Innovation and Opportunity Act, but few studies have focused on the effectiveness of these programs for youth who are blind or have low vision (B/LV). OBJECTIVE: The purpose of this study was to examine the impact of a vocational rehabilitation (VR) agency-sponsored summer work experience program on employment outcomes for transition-age youth with B/LV. METHODS: In this retrospective cohort study, we used propensity score matching to analyze de-identified case records obtained from a VR agency. Participants were 14 to 24 years old at VR application and had a primary or secondary disability of blindness, visual impairment, or deaf-blindness. The matched sample (N = 302) included 151 youth who participated in the program and 151 youth who did not participate. RESULTS: Summer work experience participants were more likely to obtain competitive employment at VR case closure than non-participants. Work hours and hourly earnings did not differ significantly between the two groups. CONCLUSIONS: These findings support the association between paid community-based work experiences and future employment for B/LV youth who receive VR services.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"23 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72462270","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A. Turner, Theunis Jacobus De Wet, Jade McMurray, A. Wrobel, Heather Smith, Ben Clissold, M. Mohebbi, I. Kneebone
BACKGROUND: Rates of stroke in people of working age are increasing. Returning to work (RTW) after stroke is a key rehabilitation aspiration for younger stroke survivors. A pilot community-based Stay at Work Initiative (SAWI) was developed and delivered from March 2017 to December 2019. SAWI used a co-ordination based approach, covering rehabilitation and vocational recovery to support RTW in younger stroke survivors. OBJECTIVE: The aim of the study was to conduct a feasibility evaluation of SAWI. METHODS: A mixed methods approach was taken considering quantitative and qualitative data. Quantitative data included employment, mood, anxiety and fatigue outcomes at time of engagement with the service and at 6-months post-stroke. Qualitative data was collected on a sub-sample of SAWI clients who volunteered to participate in a semi-structured interview. RESULTS: Overall, there were 93 referrals to SAWI, with 42 clients completing an initial service meeting. Average working hours pre-stroke were high (mean 46.9, SD 22.0, range 5–100 hours/week). By 6 months post stroke, 71% (n = 29 of 41) of SAWI clients were working. For those with 6-month questionnaire information (n = 19), there was a significant reduction in cognitive fatigue, overall fatigue levels, and perceived impact of stroke on employment (medium effect sizes of r = 0.36, 0.34 and 0.40 respectively). No significant difference was seen on measures of mood or anxiety from pre- to post-intervention. Qualitative interviews with six SAWI participants highlighted the importance of personalised support that addresses individual needs during the RTW journey. CONCLUSIONS: A significant number of eligible participants referred to SAWI can engage with the service. RTW is able to be assessed as are potential predictor variables. Seventy one percent of participants had RTW at 6 months post-stroke. Mood, self-efficacy, adjustment, and fatigue likely impact RTW. Qualitative interviews identified that SAWI’s personalised support, tailored to individual need, was valued.
{"title":"Feasibility of the community-based Stay at Work Intervention (SAWI) for stroke survivors","authors":"A. Turner, Theunis Jacobus De Wet, Jade McMurray, A. Wrobel, Heather Smith, Ben Clissold, M. Mohebbi, I. Kneebone","doi":"10.3233/jvr-221206","DOIUrl":"https://doi.org/10.3233/jvr-221206","url":null,"abstract":"BACKGROUND: Rates of stroke in people of working age are increasing. Returning to work (RTW) after stroke is a key rehabilitation aspiration for younger stroke survivors. A pilot community-based Stay at Work Initiative (SAWI) was developed and delivered from March 2017 to December 2019. SAWI used a co-ordination based approach, covering rehabilitation and vocational recovery to support RTW in younger stroke survivors. OBJECTIVE: The aim of the study was to conduct a feasibility evaluation of SAWI. METHODS: A mixed methods approach was taken considering quantitative and qualitative data. Quantitative data included employment, mood, anxiety and fatigue outcomes at time of engagement with the service and at 6-months post-stroke. Qualitative data was collected on a sub-sample of SAWI clients who volunteered to participate in a semi-structured interview. RESULTS: Overall, there were 93 referrals to SAWI, with 42 clients completing an initial service meeting. Average working hours pre-stroke were high (mean 46.9, SD 22.0, range 5–100 hours/week). By 6 months post stroke, 71% (n = 29 of 41) of SAWI clients were working. For those with 6-month questionnaire information (n = 19), there was a significant reduction in cognitive fatigue, overall fatigue levels, and perceived impact of stroke on employment (medium effect sizes of r = 0.36, 0.34 and 0.40 respectively). No significant difference was seen on measures of mood or anxiety from pre- to post-intervention. Qualitative interviews with six SAWI participants highlighted the importance of personalised support that addresses individual needs during the RTW journey. CONCLUSIONS: A significant number of eligible participants referred to SAWI can engage with the service. RTW is able to be assessed as are potential predictor variables. Seventy one percent of participants had RTW at 6 months post-stroke. Mood, self-efficacy, adjustment, and fatigue likely impact RTW. Qualitative interviews identified that SAWI’s personalised support, tailored to individual need, was valued.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"237 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72857780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Rebecca Godard, Mikki R. Hebl, Christine L. Nittrouer
BACKGROUND: Much of the existing research on disability and disability-related workplace accommodations presume that disabilities are visible and commonly accepted. Yet, many disabilities are invisible and contested, or perceived as fake, low-severity/minor, and/or illegitimate. OBJECTIVE: The purpose of this research is to investigate the effect of identity management strategies that individuals with contested disabilities might use when requesting accommodations in a workplace setting. METHODS: We used two electronic experiments to investigate the effect of identity management strategies on perceived fairness of accommodations and attributions about individuals requesting accommodations. Studies 1 and 2 used online surveys to collect data from 117 and 184 working adults, respectively. RESULTS: Study 1 indicates that four invisible disabilities (chronic fatigue syndrome, attention deficit/hyperactivity disorder, generalized anxiety disorder, and chronic migraine) are viewed as significantly less legitimate than the visible disability paraplegia. In study 2, any form of disclosure of a contested disability (vs. no disclosure) resulted in higher perceived fairness and more positive attributions about the person requesting accommodations. There were minimal differences between the different identity management strategies tested. CONCLUSIONS: Workplaces should work to create spaces in which employees can disclose contested disabilities to managers and coworkers without fear of enhanced stigmatization.
{"title":"Identity management in the workplace: Coworker perceptions of individuals with contested disabilities","authors":"Rebecca Godard, Mikki R. Hebl, Christine L. Nittrouer","doi":"10.3233/jvr-221208","DOIUrl":"https://doi.org/10.3233/jvr-221208","url":null,"abstract":"BACKGROUND: Much of the existing research on disability and disability-related workplace accommodations presume that disabilities are visible and commonly accepted. Yet, many disabilities are invisible and contested, or perceived as fake, low-severity/minor, and/or illegitimate. OBJECTIVE: The purpose of this research is to investigate the effect of identity management strategies that individuals with contested disabilities might use when requesting accommodations in a workplace setting. METHODS: We used two electronic experiments to investigate the effect of identity management strategies on perceived fairness of accommodations and attributions about individuals requesting accommodations. Studies 1 and 2 used online surveys to collect data from 117 and 184 working adults, respectively. RESULTS: Study 1 indicates that four invisible disabilities (chronic fatigue syndrome, attention deficit/hyperactivity disorder, generalized anxiety disorder, and chronic migraine) are viewed as significantly less legitimate than the visible disability paraplegia. In study 2, any form of disclosure of a contested disability (vs. no disclosure) resulted in higher perceived fairness and more positive attributions about the person requesting accommodations. There were minimal differences between the different identity management strategies tested. CONCLUSIONS: Workplaces should work to create spaces in which employees can disclose contested disabilities to managers and coworkers without fear of enhanced stigmatization.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"32 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91258475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Daniil Butenko, M. Rinaldi, Beate Brinchmann, E. Killackey, E. Johnsen, A. Mykletun
BACKGROUND: There are anecdotal reports of high job turnover of Individual Placement and Support employment specialists. However, no studies have addressed this issue. OBJECTIVE: To explore whether turnover rates among employment specialists are higher compared to public sector employees along with the correlates of turnover intentions. METHODS: A repeated cross-sectional study collected data from 40 employment specialists in Norway using validated scales to measure job perceptions. Turnover intentions were the main outcome. RESULTS: Turnover rate of employment specialists (45.0%) was significantly higher than the average turnover rate of other occupations in the public sector (27.1%) in the same geographical regions (x2 = 6.5, df = 1, p = 0.01). After adjusting for potential confounders, five factors remained significantly and associated with turnover intentions in directions as expected: general job satisfaction (β= –0.33, p < 0.05), satisfaction with current work (β= –0.35, p < 0.05), satisfaction with supervision (β= –0.28, p < 0.05), work meaningfulness (β= –0.42, p < 0.05) and Negative emotionality personality trait (β= 0.58, p < 0.05). CONCLUSIONS: Addressing turnover will positively impact on productivity and job satisfaction of employment specialists along with continuity of employment support for people with mental health conditions.
背景:有轶事报道的高工作流动率的个人安置和支持就业专家。然而，没有研究解决这个问题。目的:探讨就业专家的离职率是否高于公共部门员工以及离职意向的相关因素。方法:一项重复的横断面研究收集了挪威40名就业专家的数据，使用有效的量表来测量工作感知。离职意向是主要结果。结果:就业专家的离职率(45.0%)显著高于同一地理区域公共部门其他职业的平均离职率(27.1%)(x2 = 6.5, df = 1, p = 0.01)。在调整潜在混杂因素后，有5个因素与离职意向保持显著相关，即一般工作满意度(β= -0.33, p < 0.05)、对当前工作的满意度(β= -0.35, p < 0.05)、对上司的满意度(β= -0.28, p < 0.05)、工作意义感(β= -0.42, p < 0.05)和负性情绪人格特质(β= 0.58, p < 0.05)。结论:解决离职问题对就业专家的生产力和工作满意度有积极影响，同时对心理健康状况者的就业支持也有积极影响。
{"title":"Turnover of IPS employment specialists: Rates and predictors","authors":"Daniil Butenko, M. Rinaldi, Beate Brinchmann, E. Killackey, E. Johnsen, A. Mykletun","doi":"10.3233/jvr-221195","DOIUrl":"https://doi.org/10.3233/jvr-221195","url":null,"abstract":"BACKGROUND: There are anecdotal reports of high job turnover of Individual Placement and Support employment specialists. However, no studies have addressed this issue. OBJECTIVE: To explore whether turnover rates among employment specialists are higher compared to public sector employees along with the correlates of turnover intentions. METHODS: A repeated cross-sectional study collected data from 40 employment specialists in Norway using validated scales to measure job perceptions. Turnover intentions were the main outcome. RESULTS: Turnover rate of employment specialists (45.0%) was significantly higher than the average turnover rate of other occupations in the public sector (27.1%) in the same geographical regions (x2 = 6.5, df = 1, p = 0.01). After adjusting for potential confounders, five factors remained significantly and associated with turnover intentions in directions as expected: general job satisfaction (β= –0.33, p < 0.05), satisfaction with current work (β= –0.35, p < 0.05), satisfaction with supervision (β= –0.28, p < 0.05), work meaningfulness (β= –0.42, p < 0.05) and Negative emotionality personality trait (β= 0.58, p < 0.05). CONCLUSIONS: Addressing turnover will positively impact on productivity and job satisfaction of employment specialists along with continuity of employment support for people with mental health conditions.","PeriodicalId":47208,"journal":{"name":"Journal of Vocational Rehabilitation","volume":"25 1","pages":""},"PeriodicalIF":0.9,"publicationDate":"2022-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88351657","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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