Sustainable employment depends on quality relationships between supervisors and their employees on the autism spectrum
Sustainable employment depends on quality relationships between supervisors and their employees on the autism spectrum
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可持续就业取决于自闭症谱系障碍患者主管与其员工之间的优质关系
DOI：
10.1080/09638288.2022.2074550
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发表时间：
2023
影响因子：
2.2
通讯作者：
Chênevert, Denis
中科院分区：
文献类型：
--
作者：
Martin, Valerie;Flanagan, Tara D.;Vogus, Timothy J.;Chênevert, Denis
自闭症谱系个体的就业结果可能取决于雇主对自闭症的了解和提供适当的工作场所支持。我们的目的是了解影响自闭症员工的组织社会化的组织因素。Materials and MethodsWe写了九个案例的历史，根据采访的经理，自闭症员工，和工作教练。案例内分析，然后跨案例分析，提供了一个理解的组织因素，导致持续就业的自闭症employees.ResultsThe质量的管理人员和自闭症员工之间的关系一直被视为组织社会化和积极的就业成果自闭症员工的关键促进者。然而，这些关系依赖于就业辅导员在就业周期的每个阶段（聘用、入职、培训、业绩管理）提供熟练的协助，因为这些辅导员在建立主管和雇员之间的相互理解方面发挥着重要作用。因此，我们的研究借鉴并有助于领导-成员交换theory. ConclusionsConsistently与以前的研究，我们的研究表明，高质量的关系之间的主管和被监督的自闭症员工在组织的积极就业成果的重要性，但增加了熟练的沟通促进作为一个新的前提，以领导-成员交换，作为自闭症员工的一个潜在的关键因素。康复的意义经理和员工之间的关系是自闭症员工有效的组织社会化和工作场所成果的一个重要因素。教练可以在管理者和员工之间建立相互理解和高质量的关系方面发挥至关重要的作用。工作教练可以通过说明长期的多方面社会情感表现益处来支持自闭症员工的融入。
PurposeEmployment outcomes for individuals on the autism spectrum may be contingent upon employers’ knowledge of autism and provision of appropriate workplace supports. We aimed to understand the organizational factors that influenced the organizational socialization of autistic employees.Materials and methodsWe wrote nine case histories based on interviews from managers, autistic employees, and job coaches. Intra-case analysis, then cross-case analysis, provided an understanding of organizational factors that lead to sustained employment of autistic employees.ResultsThe quality of the relationship between managers and autistic employees was consistently seen as the key facilitator of organizational socialization and positive employment outcomes of autistic employees. These relationships, however, relied on the skilled facilitation of the job coach during each stage of the employment cycle (hiring, on-boarding, training, performance management), as they had an important role in building a mutual understanding between supervisors and employees. As such, our study draws upon and contributes to leader-member exchange theory.ConclusionsConsistent with prior research, our study shows the importance of high-quality relationships between supervisors and supervisees for positive employment outcomes of autistic employees in organization but adds skilled communication facilitation as a novel antecedent to leader-member exchange, as a potentially key factor for autistic employees.Implications for rehabilitationThe relationship between the a manager and their employee is an important factor in effective organizational socialization and workplace outcomes for autistic employees.Job coaches can play a crucial role in building mutual understanding and high-quality relationships between managers and employees.Job coaches can support the inclusion of autistic employees by illustrating the multi-faceted socioemotional performance benefits over the longer term.
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影响因子：
6.8
作者：
KINICKI, AJ;VECCHIO, RP
通讯作者：
VECCHIO, RP
检查将患有阿斯伯格综合症的员工排除在工作场所之外的情况
影响因子：
3.9
作者：
J. Richards
通讯作者：
J. Richards
评估雇主针对自闭症的工作场所工具的有效性：随机对照试验
影响因子：
3.9
作者：
Melissa Scott;Marita Falkmer;T. Falkmer;S. Girdler
通讯作者：
S. Girdler
影响因子：
3.9
作者：
Dreaver, Jessica;Thompson, Craig;Falkmer, Marita
通讯作者：
Falkmer, Marita
国家自闭症指标报告：职业康复
DOI：
--
发表时间：
2016
期刊：
影响因子：
--
作者：
Anne M. Roux;Jessica E Rast;K. Anderson;P. Shattuck
通讯作者：
P. Shattuck