Job Satisfaction, Quality of Work Life and Work Motivation in Employees with Intellectual Disability: A Systematic Review (original) (raw)
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Concepts of job satisfaction in people with intellectual disability
Journal of Intellectual Disability Research
Background There is a growing body of research on job satisfaction in people with intellectual disability (ID). However, little is known about the subjective concepts of job satisfaction in this population. Knowledge on the conceptualisation of job satisfaction in people with ID and whether currently used concepts are meaningful for this population are crucial prerequisites to purposeful research for this group. Method Qualitative interviews on subjective concepts of job satisfaction were conducted with 129 employees of sheltered workshops. Relevant concepts and associated aspects were extracted using content analysis. Results Concepts can be grouped into holistic concepts, facet-related concepts and self-actualising concepts of job satisfaction in people with ID. Twenty-five percent of the sample did not have any concept of job satisfaction. Conclusions The concepts of job satisfaction in people with ID are closely related to those concepts as reported in organisational psychology. However, sufficient comprehension of the term has to be ensured prior to conducting research on job satisfaction in people with ID.
American Journal on Intellectual and Developmental Disabilities
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.
Journal of Policy and Practice in Intellectual Disabilities, 2016
Paying attention to job satisfaction of people with intellectual disabilities, in either integrated or sheltered employment, is important, to increase individual as well as organizational functioning and well-being. Nevertheless, little is known about job satisfaction of employees with intellectual disabilities and the factors increasing or hindering this. The aim of this study was to explore existing research evidence regarding job satisfaction of people with intellectual disabilities in integrated and sheltered employment settings, and its associated factors. A systematic and comprehensive literature search revealed 13 relevant studies that were examined. Results indicated that people with intellectual disabilities in integrated employment and sheltered employment generally report satisfaction with their jobs. Satisfaction levels appear to be higher in integrated employment. Furthermore it was found that characteristics of the employee and of the employment setting were associated with job satisfaction, as well as social relations, support, and the fit between the employees' needs and the work environment. Advancements can be made with respect to policy and practice of employment of people with intellectual disabilities. To improve their job satisfaction we suggest an integrative approach, taking into account that job satisfaction is an interplay between personal, situational, and social-cognitive characteristics. This is reflected in current theoretical frameworks in general job satisfaction literature. Future research on job satisfaction of people with intellectual disabilities could profit from developments in general job satisfaction literature and in addition take account of factors particularly relevant to people with intellectual disabilities, the possible impact of comparison processes, and the development of sound measurement methods. Finally, we advocate for greater insight and involvement of people with intellectual disabilities in career related matters, to enhance their self-determination and motivation and increase satisfaction.
International Journal of Environmental Research and Public Health
In the contexts where people with intellectual disability work, there are factors that determine their job satisfaction. The objective of this study was to test the adequacy of the central assumptions of the Job Demands–Resources (JD-R) theory in workers with intellectual disability employed in different work alternatives. Data from 362 workers in sheltered workshops and 192 workers in supported employment were utilized. The model was contrasted using a structural equation model and a multi-group analysis. The results supported the suitability of the model and confirmed that job demands and job resources evoke two relatively independent processes such as health impairment and motivational process. The multi-group analysis confirmed the invariance of the model between the two work alternatives. Thus, the JD-R model offers a useful framework to explain the job satisfaction of workers with intellectual disability. Implications for the improvement of personal and job results are discussed.
Advances in Neurodevelopmental Disorders, 2019
Objectives This study aimed at exploring the predictive role of self-determination and psychological empowerment on job satisfaction in persons with intellectual disability. Methods The study involved 80 Italian adult workers with a mild and moderate intellectual disability. A hierarchical multiple regression analysis was carried out. Results The results of regression analyses carried out, controlling for age, gender, and level of intellectual disability showed a significant and positive direct effect of self-determination and psychological empowerment on job satisfaction (ΔR 2 = .394, p ˂ .001), and a significant interaction effect of these dimensions on job satisfaction (ΔR 2 = .043, p = .016). Conclusions These results have important implications for practice as they emphasized that specific interventions aimed at promoting self-determination and psychological empowerment throughout the life span of individuals with intellectual disability can be useful to help them achieve positive inclusion outcomes in adult life.
Journal of Applied Research in Intellectual Disabilities, 2014
Background This study explored the perspectives of people with intellectual disabilities on themes relevant to their job satisfaction in integrated and sheltered employment. Method The photovoice method was used. Nine participants with moderate to mild intellectual disabilities, working in integrated and sheltered employment, took pictures of aspects related to their job satisfaction. Each participant was subsequently interviewed about his/her pictures. Interview transcripts were content analysed to distinguish themes. Results Nine themes were found: the nature of the work itself, working conditions, experienced job demands, social relations at work, received support, perceived autonomy, opportunities for using competencies, opportunities for growth and development and meaningfulness. All themes were applicable in integrated and sheltered employment. Conclusions From the perspective of people with intellectual disabilities, various themes relate to their job satisfaction, either in positive or negative ways. Photovoice appeared to be a valuable approach, facilitating participants in expressing their views and providing in-depth information.
Factors affecting the likelihood that people with intellectual disabilities will gain employment
Journal of Intellectual Disabilities, 2005
Background Less than 10% of people with intellectual disabilities are employed. The aim of the present study was to investigate what psychological factors might predict employment outcome for people with intellectual disability who had received a placement in a supported employment service. Method Sixty people were interviewed whilst they were in the supported employment preparation agency and where possible 3 and 9 months after leaving. The structured interview included a number of psychological measures. Those who subsequently gained employment were compared with those who did not. Results Those who gained employment were significantly more motivated by status aspiration, and judged themselves significantly less happy than those who did not gain employment, at the first interview. Conclusions It is possible that people who are more dissatisfied with their life might be more motivated to change their circumstances. Supported employment agencies might consider using a measure of motivation as an entry criterion or as a way of identifying who needs help with developing motivation.
Improving outcomes for workers with mental retardation
Human Resource Development Quarterly, 2008
This research presents an analysis of factors predicting job retention, job satisfaction, and job performance of workers with mental retardation. The findings highlight self-determination as a critical skill in predicting the three important employee outcomes. The study examined a hypothesized job retention model and the outcome of the three regression analyses used to test the model. The intent of the study was to develop job retention strategies that could offer rehabilitation and HR professionals a useful structure for understanding and implementing job retention interventions for people with mental retardation.
Children and Youth Services Review, 2019
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