Person factors and work environments of workers who use mobility devices

Gray, David B.; Morgan, Kerri; Gottlieb, Meghan; Hollingsworth, Holly

doi:10.3233/wor-141907

Cited by 7 publications

(3 citation statements)

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“…In the following, we give an overview of the main findings related to positive employment outcomes within each outcome category. (Bartram et al 2021;Blonk et al 2020;Carrier 2007;Cavanagh et al 2021;Meacham et al 2017a;Meacham et al 2017b;Miller et al 2014;Trezzini et al 2021) and 10 are quantitative (Eissenstat, Lee & Hong 2022;Filary & Pernice 2006;Flores et al 2021;Gray, Morgan & Hollingsworth. 2014;Lyubykh et al 2020;Novak & Rogan 2010;Sanclemente et al 2022;Tuan et al 2021;Zhu et al 2019;Schur et al 2009).…”

Section: The Link Between Workplace Practices and Employment Outcomesmentioning

confidence: 99%

“…The studies reveal that 'being backed up' by supportive and helpful stakeholders in the organization, and having needs met in terms of accessibility and flexibility at the worksite, are prerequisites for positive employment experiences of PWD (Bartram et al 2021;Gray, Morgan & Hollingsworth 2014;Miller et al 2014). In their analysis of the South Korean Panel Survey of Employment for the Disabled (n = 1755), Eissenstat, Lee and Hong (2022) found a strong association between accessible work facilities and job satisfaction.…”

Section: The Link Between Workplace Practices and Employment Outcomesmentioning

confidence: 99%

“…contrast, 13 of the quantitative articles and the mixed-methods article build on theoretical frameworks(Banks et al 2001;Chordiya 2022;Chow, Cichocki & Croft 2014;Coll & Mignonac 2023;Eissenstat, Lee & Hong 2022;Flores et al 2021;Kensbock & Boehm 2016;Luu 2018;Lyubykh et al 2020;Man, Zhu & Sun 2020;Novak & Rogan 2010;Sanclemente et al 2022; nature, and examined the level of inclusion of employees with intellectual disabilities(Filary & Pernice 2006), the perspectives of wheelchair users on work and requirements to fulfil work tasks(Gray, Morgan & Hollingsworth 2014), and the benefits experienced by employers by accommodating PWD(Solovieva, Dowler & Walls 2011). Two others focused on the benefits of coworker training as an alternative to more conventional forms of support at the workplace(Farris & Stancliffe 2001;Mank, Cioffi & Yovanoff 2000), while two others used large-scale surveys to evaluate the impact of accommodations and corporate culture on employment outcomes for people with disabilities(Chandola & Rouxel 2021;Schur et al 2009).…”

mentioning

confidence: 99%

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Sustainable Employment for People with Disabilities: A Scoping Review on Workplace Practices and Positive Employment Outcomes

Aksnes,

Ulstein

2024

SJDR

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This is a scoping review of literature on positive employment outcomes for people with disabilities (PWD) and stakeholders in the organization. The aim is to investigate the connection between workplace practices and positive employment outcomes contributing to sustainable employment. Methodologically, the scoping process commenced with four electronic databases and resulted in a total of 42 articles. We identified seven categories of workplace practices that contributed to positive employment outcomes: accommodation, cultural practices, human resource management (HRM) practices, leadership, participation, support, and training. We identified five categories of positive employment outcomes: employment experiences of PWD, employment outcomes of PWD, employment outcomes of stakeholders in the organizations, work performance, and organizational outcomes. The article discusses the findings in relation to studies on employment of PWD which often focus on discrimination and barriers faced by PWD. The scoping process revealed a research gap where the majority of articles described positive employment experiences of PWD, while only a few articles described positive employment experiences of stakeholders in the organization. We propose that future research focus on workplace practices that can advance our theoretical and empirical understanding of what contributes to sustainable employment of PWD.

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