Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality

Abstract

To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job satisfaction. Moderation analyses showed that for people with ID with high conscientiousness, enhanced job demands were associated with reduced job satisfaction, which was not the case for those with low conscientiousness. This study emphasizes the importance of job design.

Assessment of Occupational Health and Job Satisfaction in Workers with Intellectual Disability: A Job Demands–Resources Perspective

“…Social support from coworkers or supervisors, obtaining feedback on performance, and having autonomy are examples of resources. Numerous investigations with ID workers have identified job demands and resources associated with their well-being and job satisfaction [19,39,40,44,[51][52][53][54][55].…”

“…Over the last decade, there have been numerous attempts to fill this research gap. In fact, an interesting body of work has emerged whose aim has been to analyze the characteristics and factors in the work environment related to the well-being and satis-faction experienced by workers with ID [38][39][40][41][42][43][44]. Job satisfaction has been one of the most analyzed constructs within organizational psychology [45].…”

“…Satisfaction also seems to depend on personal factors, as well as on characteristics and conditions in which the work is done but, above all, on the appraisal of the workers themselves of these factors, in particular the nature of the tasks, working conditions, physical and psychological demands, social relations, and perceived support from colleagues and supervisors. Likewise, features such as the perception of autonomy, self-determination, decision-making, independence, and motivation have been found to be related to job satisfaction in the scarce research carried out in this field [19,39,40,[51][52][53]. Those features, when perceived negatively, can become stress-inducing risk factors and jeopardize worker health and organizational outcomes.…”

Job Satisfaction and Turnover Intention Among People With Disabilities Working in Special Employment Centers: The Moderation Effect of Organizational Commitment

“…Despite the many studies addressing JS, not much research has explored the JS of people with disabilities (Houser and Chace, 1993;Rodríguez et al, 2014;Baumgärtner et al, 2015;Pagán-Rodríguez, 2015;Park et al, 2016;Akkerman et al, 2017Akkerman et al, , 2018Kocman and Weber, 2018;Shantz et al, 2018). Akkerman et al (2016) affirm that little is known about the JS of employees with disabilities, but given the enormous significance of work in people's lives, awareness of their JS is essential.…”

Putting down verbal and cognitive weaponry: the need for ‘experimental-relational spaces of encounter’ between people with and without severe intellectual disabilities

“…In response to this growing advocacy movement, worldwide many inclusion, participation and citizenship policies and legislations have been developed to enhance the community integration of people with disabilities in society -ranging from dismantling large-scale institutions (Beltman 2001;Cummins and Lau 2003;Mansell and Ericsson 1996) and discouraging exclusionary educational and vocational systems (Akkerman 2016;EASNIE 2016) to promoting and stimulating space in the mainstreams of our societies for the full range of human diversity (United Nations 2006.…”