Employment after Vision Loss: Results of a Collective Case Study

Crudden, Adele

doi:10.1177/0145482x0209600902

Cited by 30 publications

(36 citation statements)

References 1 publication

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“…Third, our findings with respect to external, non-work resources and their salience in work settings play a significant role in the strain experience (Hobfoll, 2001), open up a promising avenue, insofar as they show that family support, a known positive source of support for workers with disabilities (Crudden, 2002;Kelley & Lambert, 1992;P erez et al, 2015), can have paradoxical effects. Our results show that in workers with disabilities employed in ordinary jobs family support may be counterproductive when he/she experiences medium to high levels of burnout, because this external support accentuates vulnerability to work strain and perceptions of a lack of work resources (POS) with which to combat the stresses and demands of the job.…”

Section: Implications For Theory and Researchmentioning

confidence: 76%

“…Existing research has found that family support is also important to explaining disabled worker's attitudes (Amstad, Meier, Elfering & Semmer, 2011;Ferguson, Carlson, Zivnuska & Whitten, 2012;P erez, Alcover & Chambel, 2015) and to their adjustment to work, because it boosts motivation and confidence (Crudden, 2002;Kelley & Lambert, 1992). Initially, the measurement of family support depended on the size of the family network, considered as indicator of social support (e.g., Stokes, 1983).…”

Section: Family Support and Workers With Disabilitiesmentioning

confidence: 99%

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Perceived organizational support‐burnout‐satisfaction relationship in workers with disabilities: The moderation of family support

Hera

Chambel

Fernández

et al. 2018

Scandinavian J Psychology

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Our study tests the perceived organizational support-burnout-satisfaction relationship based on stressor-strain-outcome model of stress (Koeske & Koeske, ) and on the conservation of resources theory (Hobfoll, ) in workers with disabilities employed in ordinary or competitive jobs (open labor market), analyzing the relationship between perceived organizational support, family support, job satisfaction and burnout. We use a sample of 246 workers with physical, motor, sensory and psychological disabilities working in ordinary jobs. To test our proposed model we used a regression-based path analysis using PROCESS software, which is a computational tool for estimating and probing interactions and the conditional indirect effects of moderated mediation models. We find that the positive relationship between organizational support and job satisfaction was partially mediated by the levels of cynicism and the relationship between burnout and job satisfaction was moderated by family support. Employees with low support from family had identical job satisfaction with high burnout or low burnout, but employees with high support from family when they had high burnout had lower job satisfaction than when they had low burnout, indicating that the support outside work could have a negative effect in workers' life. Practical implications and future research are discussed and proposed.

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Section: Implications For Theory and Researchmentioning

confidence: 76%

Section: Family Support and Workers With Disabilitiesmentioning

confidence: 99%

Perceived organizational support‐burnout‐satisfaction relationship in workers with disabilities: The moderation of family support

Hera

Chambel

Fernández

et al. 2018

Scandinavian J Psychology

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“…The underlying factors for employment of people with visual impairment identified in prior research are: a higher level of education, an employment quota system, personal traits, and good social support of family and/or social networks (Capella-McDonnall, 2005;Cimarolli & Wang, 2006;Crudden, 2002;Kef & Dekovic, 2004;Kef, Hox, & Habekothe, 2000;Kirchner, Schmeidler & Todorov, 1999;McDonnall, 2010;McDonnall & Crudden, 2009;Roy, Dimigen & Taylor, 1998). In a study conducted by McDonnall and Crudden (2009), academic competence was one of the factors affecting successful employment of youths with visual impairments in the United States.…”

Section: Literature Reviewmentioning

confidence: 99%

Factors Influencing Successful Employment for Men With Visual Impairment

Budiarti

2018

IJDS

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This study investigated experiences of men with visual impairment in Indonesia as they responded to challenges in employment. Method: The study was qualitative, using in-depth interviews. The participants were employed men with visual impairment and married to a sighted woman, selected using snowball sampling. The visual impairment was acquired before employment and marriage, but no specific exclusion criteria for the visual impairment. Thirty-nine participants were interviewed for one hour each in their native language of Bahasa Indonesia using semi-structured questions. The interviews were transcribed, translated, and analysed. Results: Five factors and seventeen sub factors were found: institutional settings, family support, social support, personal traits, and employment arrangements. Discussion: The study found that there are factors that play a positive role for some participants, but a negative role for others. Improvement in certain factors is needed in order to develop better employment for people with visual impairment in Indonesia. Limitations of this study were: the number of participants, the locations of study, and the criteria of visual impairment. Implications for Practitioners: Improving the education system, optimal implementation of the employment quota system, developing personal traits, and improving awareness to trigger better family and social network support, would be beneficial for future employment of people with visual impairment.

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“…These challenges include unfair hiring practices (Crudden, McBroom, Skinner, & Moore, 1998;McMahon, Jaet, & Shaw, 1995;Rumrill & Scheff, 1997;Tedder & McBroom, 1989), negative attitudes by employers (Berry & Meyer, 1995;Crudden et al, 1998;Frank, 2003;Kirchner, Johnson, & Harkins, 1997), the lack of availability of transportation to the work site (Crudden et al, 1998;Frank, 2003;Kirchner, Harkins, & Esposito, 1991;, and difficulty locating information about potential jobs (Crudden et al, 1998). They also include the inability to read printed material (Crudden et al, 1998;Frank, 2003), difficulty identifying and obtaining accommodations for acquiring and performing jobs (Crudden et al, 1998;Frank, 2003;McMahon et al, 1995), and alienation and resistance from coworkers (Crudden & Fireson, 1997;Frank, 2003;Lee, 1996).…”

Section: Employment Concerns Of Americans Who Are Visually Impairedmentioning

confidence: 99%

Resolutions of ADA Title I Cases Involving People who are Visually Impaired: A Comparative Analysis

Unger

Rumrill

Hennessey

2005

Journal of Visual Impairment & Blindness

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A comparison of Americans with Disabilities Act (ADA) Title I case resolutions by the Equal Employment Opportunity Commission (EEOC) involving people who are visually impaired with those involving all other people with disabilities between 1993 and 2002 revealed that people who are visually impaired are more likely than are other complainants to receive settlement benefits from their employers, to withdraw their complaints after they receive benefits without intercession from the EEOC, and to receive administrative closures. In addition, they are less likely than other complainants to have charges resolved by the issuance of a right-to-sue letter from the EEOC and to receive other closures.

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Employment after Vision Loss: Results of a Collective Case Study

Abstract: A collective case study approach was used to examine factors that influence the job retention of persons with vision loss. It was found that computer technology was a major positive influence and print access and technology were a source of stress for most participants.

Cited by 30 publications

References 1 publication

Perceived organizational support‐burnout‐satisfaction relationship in workers with disabilities: The moderation of family support

Perceived organizational support‐burnout‐satisfaction relationship in workers with disabilities: The moderation of family support

Factors Influencing Successful Employment for Men With Visual Impairment

Resolutions of ADA Title I Cases Involving People who are Visually Impaired: A Comparative Analysis

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