Reasons for job separations in a cohort of workers with psychiatric disabilities

Cook, Judith Α.; Burke-Miller, Jane K.

doi:10.1682/jrrd.2014.10.0260

Cited by 18 publications

(24 citation statements)

References 43 publications

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“…Moreover, evidence suggests that managers and employers more generally have limited understanding or training regarding how to support workers with intellectual disabilities and those with mental health issues (Houtenville and Kalargyrou ). Managers are often not aware of appropriate disability management practices or effective recruitment and retention practices for people with disabilities (Cook and Burke‐Miller ; Lerner et al. ; MacDonald‐Wilson et al.…”

Section: Management and Employer Knowledge And Support For Workers Wimentioning

confidence: 99%

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

Cavanagh

Bartram

Meacham

et al. 2016

Asia Pac J Human Res

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This is a scoping review of literature on human resource management (HRM) and management practice that impacts on workers with physical, mental health and intellectual disabilities, employed or entering paid employment. The aim is to illuminate the use of HRM practices, managerial attitudes and employee outcomes in the disability literature. The methodological research framework commenced with seven databases and was supported with evidenced‐based literature to find three main themes. Themes highlight the management and employer support for workers with disabilities, discrimination and attitudes towards employment of this cohort of workers, and performance and employment outcomes. As governments around the world seek to reduce welfare costs and increase the employment of people with disabilities this paper is timely. Overall, the paper contributes to a dearth of literature on the management of people with disabilities at the workplace to unpack the key barriers, challenges and trends, and develop a comprehensive research agenda.

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Section: Management and Employer Knowledge And Support For Workers Wimentioning

confidence: 99%

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

Cavanagh

Bartram

Meacham

et al. 2016

Asia Pac J Human Res

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“…Many managers need to be better acquainted with appropriate disability management practices and effective recruitment and retention practices for people with disabilities (Kulkarni & Valk, 2010). Despite some examples of excellent managerial practice and support of people with disabilities, a number of researchers argue that mainstream HRM does not sufficiently address the complexity surrounding disability or relationships between people with disabilities and organisations (Cook & Burke-Miller, 2015;Lerner et al, 2004;MacDonald-Wilson, Rogers, Massaro, Lyass, & Crean, 2002). Participation of workers with intellectual disabilities in the workplace will be affected by the type of HR practices that are employed by the organisation as well as the broader social climate.…”

Section: Introductionmentioning

confidence: 99%

HRM practices that support the employment and social inclusion of workers with an intellectual disability

Meacham

Cavanagh

Shaw

et al. 2017

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This study examines how HRM practices enhance and/or impede the employment, participation, and wellbeing of workers with intellectual disabilities in three hotels located in Australia. The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. We employ social exchange theory and theory on social climate to explore the social inclusion of workers with an intellectual disability. The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships. Our findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-today support provided by supervisors and colleagues, to improve the participation and wellbeing of workers with an intellectual disability. Our study adds to the limited body of knowledge on the relationship between social exchange and HRM practices, particularly related to workers with disability.

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“…In particular, growing evidence suggests that workplace factors affect employment outcomes for people with disabilities (Kristman et al 2016). Research has shown that receipt of workplace accommodations is associated with better employment outcomes (Burkhauser et al 1995;Chow 2012;Cook et al 2015). Among VR applicants with psychiatric disabilities, accommodations such as flexible schedules and modified work duties were positively correlated with continued employment (Sevak and Khan 2017).…”

Section: Introductionmentioning

confidence: 99%

The role of workplace accommodations in the employment of people with disabilities

Anand

Sevak

2017

IZA J Labor Policy

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We explore the role of workplace accommodations in reducing employment barriers and improving the employment of people with disabilities. We do so using data from the 2015 Survey of Disability and Employment on people with disabilities who applied for vocational rehabilitation services in three states. The results show that at least one third of nonworking people with disabilities reported employment barriers that could be addressed by workplace accommodations, such as lack of transportation and an inaccessible workplace. We also find that receiving certain types of workplace accommodations, such as help with transportation, flexible work schedules, or a personal care attendant, is positively correlated with being employed at the time of the survey. Finally, people who are in poor health or have physical disabilities were more likely to perceive workplace inaccessibility as a barrier but less likely to have received accommodations in their current or most recent job. This suggests that people with these characteristics may be good candidates to target for greater access to workplace accommodations.

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Reasons for job separations in a cohort of workers with psychiatric disabilities

Cited by 18 publications

References 43 publications

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

Supporting workers with disabilities: a scoping review of the role of human resource management in contemporary organisations

HRM practices that support the employment and social inclusion of workers with an intellectual disability

The role of workplace accommodations in the employment of people with disabilities

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