Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect / Lorne M. HARTMAN in Autism Research, 16-10 (October 2023)  

Public ISBD [article]  inAutism Research > 16-10 (October 2023) . - p.1989-2001 Titre : Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect Type de document : texte imprimé Auteurs : Lorne M. HARTMAN, Auteur ; Mehrdad FARAHANI, Auteur ; Alexander MOORE, Auteur ; Ateeya MANZOOR, Auteur ; Braxton L. HARTMAN, Auteur Article en page(s) : p.1989-2001 Index. décimale : PER Périodiques Résumé : Abstract Although the bystander effect is one of the most important findings in the psychological literature, researchers have not explored whether autistic individuals are prone to the bystander effect. The present research examines whether autistic employees are more likely to report issues or concerns in an organization's systems and practices that are inefficient or dysfunctional. By bringing attention to these issues, autistic employees may foster opportunities to improve organizational performance, leading to the development of a more adaptive, high performing, and ethical culture. Thirty-three autistic employees and 34 nonautistic employees completed an online survey to determine whether employees on the autism spectrum (1) are more likely to report they would voice concerns about organizational dysfunctions, (2) are less likely to report they were influenced by the number of other witnesses to the dysfunction, (3) if they do not voice concerns, are more likely to acknowledge the influence of other people on the decision, (4) are less likely to formulate "elaborate rationales" for their decisions to intervene or not, and (5) whether any differences between autistic and nonautistic employees with regards to the first two hypotheses, intervention likelihood and degree of influence, are moderated by individual differences in camouflaging. Results indicate that autistic employees may be less susceptible to the bystander effect than nonautistic employees. As a result, autistic employees may contribute to improvements in organizational performance because they are more likely to identify and report inefficient processes and dysfunctional practices when they witness them. These preliminary findings suggesting potential benefits of neurodiversity in the workplace are promising. However, further research is required. En ligne : https://doi.org/10.1002/aur.3012 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=513 [article] Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect [texte imprimé] / Lorne M. HARTMAN, Auteur ; Mehrdad FARAHANI, Auteur ; Alexander MOORE, Auteur ; Ateeya MANZOOR, Auteur ; Braxton L. HARTMAN, Auteur . - p.1989-2001. in Autism Research > 16-10 (October 2023) . - p.1989-2001 Index. décimale : PER Périodiques Résumé : Abstract Although the bystander effect is one of the most important findings in the psychological literature, researchers have not explored whether autistic individuals are prone to the bystander effect. The present research examines whether autistic employees are more likely to report issues or concerns in an organization's systems and practices that are inefficient or dysfunctional. By bringing attention to these issues, autistic employees may foster opportunities to improve organizational performance, leading to the development of a more adaptive, high performing, and ethical culture. Thirty-three autistic employees and 34 nonautistic employees completed an online survey to determine whether employees on the autism spectrum (1) are more likely to report they would voice concerns about organizational dysfunctions, (2) are less likely to report they were influenced by the number of other witnesses to the dysfunction, (3) if they do not voice concerns, are more likely to acknowledge the influence of other people on the decision, (4) are less likely to formulate "elaborate rationales" for their decisions to intervene or not, and (5) whether any differences between autistic and nonautistic employees with regards to the first two hypotheses, intervention likelihood and degree of influence, are moderated by individual differences in camouflaging. Results indicate that autistic employees may be less susceptible to the bystander effect than nonautistic employees. As a result, autistic employees may contribute to improvements in organizational performance because they are more likely to identify and report inefficient processes and dysfunctional practices when they witness them. These preliminary findings suggesting potential benefits of neurodiversity in the workplace are promising. However, further research is required. En ligne : https://doi.org/10.1002/aur.3012 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=513

Reduced Susceptibility to the Dunning–Kruger Effect in Autistic Employees / Lorne M. HARTMAN in Autism Research, 19-1 (January 2026)  

Public ISBD [article]  inAutism Research > 19-1 (January 2026) . - p.e70139 Titre : Reduced Susceptibility to the Dunning–Kruger Effect in Autistic Employees Type de document : texte imprimé Auteurs : Lorne M. HARTMAN, Auteur ; Harley GLASSMAN, Auteur ; Braxton L. HARTMAN, Auteur Article en page(s) : p.e70139 Langues : Anglais (eng) Mots-clés : autism  cognitive bias  metacognitive awareness  neurodiversity Index. décimale : PER Périodiques Résumé : ABSTRACT Evidence indicates that autistic individuals are less susceptible to social influence and cognitive biases than non-autistic individuals. However, no studies have been conducted on the Dunning?Kruger effect (DKE) in autism. The DKE is a cognitive bias in which people with limited expertise in a specific domain overestimate their abilities. The purpose of this study is to compare autistic and non-autistic employees' self-assessments of their performance with their objective performance on a popular performance-based measure of analytic thinking disposition, the CRT (cognitive reflection test). After completing the task, no feedback or clues were provided regarding how well they performed. Participants were then asked to estimate how many questions they answered correctly and compare their performance to other participants by estimating the percentage of peers they outperformed. Results indicated asymmetric calibration of actual versus estimated CRT performance in autistic employees: In the low-performance group, autistic participants overestimated their abilities less than non-autistic participants. However, in the high-performance group, autistic participants underestimated their abilities more than non-autistic participants. Reduced susceptibility to the DKE highlights potential benefits of autistic employees in the workplace. Theoretical and practical implications consider the intersection of metacognitive awareness, autism, and the DKE in an organizational context. En ligne : https://doi.org/10.1002/aur.70139 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=578 [article] Reduced Susceptibility to the Dunning–Kruger Effect in Autistic Employees [texte imprimé] / Lorne M. HARTMAN, Auteur ; Harley GLASSMAN, Auteur ; Braxton L. HARTMAN, Auteur . - p.e70139. Langues : Anglais (eng) in Autism Research > 19-1 (January 2026) . - p.e70139 Mots-clés : autism  cognitive bias  metacognitive awareness  neurodiversity Index. décimale : PER Périodiques Résumé : ABSTRACT Evidence indicates that autistic individuals are less susceptible to social influence and cognitive biases than non-autistic individuals. However, no studies have been conducted on the Dunning?Kruger effect (DKE) in autism. The DKE is a cognitive bias in which people with limited expertise in a specific domain overestimate their abilities. The purpose of this study is to compare autistic and non-autistic employees' self-assessments of their performance with their objective performance on a popular performance-based measure of analytic thinking disposition, the CRT (cognitive reflection test). After completing the task, no feedback or clues were provided regarding how well they performed. Participants were then asked to estimate how many questions they answered correctly and compare their performance to other participants by estimating the percentage of peers they outperformed. Results indicated asymmetric calibration of actual versus estimated CRT performance in autistic employees: In the low-performance group, autistic participants overestimated their abilities less than non-autistic participants. However, in the high-performance group, autistic participants underestimated their abilities more than non-autistic participants. Reduced susceptibility to the DKE highlights potential benefits of autistic employees in the workplace. Theoretical and practical implications consider the intersection of metacognitive awareness, autism, and the DKE in an organizational context. En ligne : https://doi.org/10.1002/aur.70139 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=578

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