[article]
| Titre : |
Sources and impact of occupational demands for autistic employees |
| Type de document : |
Texte imprimé et/ou numérique |
| Auteurs : |
Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur |
| Article en page(s) : |
p.101571 |
| Langues : |
Anglais (eng) |
| Mots-clés : |
Autism spectrum disorder Barrier Conservation of resources theory Coping Employment Job demands resources model Stress Work |
| Index. décimale : |
PER Périodiques |
| Résumé : |
Background Occupational demands are well documented for the general population. Social relationships are one such demand, according to job demands-resources theory. When demands exceed an individual’s available resources, stress results; in turn impacting well-being. Little research has investigated the potential differences between social demands, the impact of demands and relationships that buffer these comparing autistic and non-autistic (i.e., neuro-typical; NT) individuals. Method Using an online survey, the present exploratory study gathered 140 responses. Thematic analysis was applied. Results Different facets of social relationships were described by autistic (n = 81) and NT individuals (n = 31) as an occupational demand. Together, demands appear to have a greater impact on well-being for autistic, compared to NT, employees. To buffer demands, both autistic and NT individuals expressed relationships with management as important. Yet, autistic employees favoured non-organisational supports, compared to NT individuals who favoured collegial support. Conclusions By understanding individual needs and providing flexible work practices, supportive management processes can assist autistic individuals in managing workplace demands, particularly improving social interactions in the work environment. Employers might also consider adapting job roles and organisational diversity policies to better suit individual needs. As well, providing additional external supports, e.g., via employee assistance programs. |
| En ligne : |
https://doi.org/10.1016/j.rasd.2020.101571 |
| Permalink : |
https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=429 |
in Research in Autism Spectrum Disorders > 76 (August 2020) . - p.101571
[article] Sources and impact of occupational demands for autistic employees [Texte imprimé et/ou numérique] / Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur . - p.101571. Langues : Anglais ( eng) in Research in Autism Spectrum Disorders > 76 (August 2020) . - p.101571
| Mots-clés : |
Autism spectrum disorder Barrier Conservation of resources theory Coping Employment Job demands resources model Stress Work |
| Index. décimale : |
PER Périodiques |
| Résumé : |
Background Occupational demands are well documented for the general population. Social relationships are one such demand, according to job demands-resources theory. When demands exceed an individual’s available resources, stress results; in turn impacting well-being. Little research has investigated the potential differences between social demands, the impact of demands and relationships that buffer these comparing autistic and non-autistic (i.e., neuro-typical; NT) individuals. Method Using an online survey, the present exploratory study gathered 140 responses. Thematic analysis was applied. Results Different facets of social relationships were described by autistic (n = 81) and NT individuals (n = 31) as an occupational demand. Together, demands appear to have a greater impact on well-being for autistic, compared to NT, employees. To buffer demands, both autistic and NT individuals expressed relationships with management as important. Yet, autistic employees favoured non-organisational supports, compared to NT individuals who favoured collegial support. Conclusions By understanding individual needs and providing flexible work practices, supportive management processes can assist autistic individuals in managing workplace demands, particularly improving social interactions in the work environment. Employers might also consider adapting job roles and organisational diversity policies to better suit individual needs. As well, providing additional external supports, e.g., via employee assistance programs. |
| En ligne : |
https://doi.org/10.1016/j.rasd.2020.101571 |
| Permalink : |
https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=429 |
|
Sources and impact of occupational demands for autistic employees in Research in Autism Spectrum Disorders, 76 (August 2020)
