Qualitative

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

Exploring Differences in the Content of Job Interviews between Youth with and without a Physical Disability

Authors:

Lucca, A. M., Henry, A. D., Banks, S., Simon, L., & Page, S.

Year Published:

2015

Publication:

PLOS ONE

Volume:

Number:

Publisher:

PLOS ONE

Background:

This study looked at the similarities and differences among youth with disabilities on a mock job interview compared to their typically developing peers. Understanding the content of job interviews may highlight areas where individuals with disabilities perform differently than those with typical development and how these areas may present barriers to employment.

Purpose:

The purpose of this research is to inform employment readiness programs and educate employers about the potential challenges associated with this recruitment method for those with disabilities.

Setting:

This study is part of a larger, multi-method, cross-sectional observational study on employment readiness among youth with disabilities.

Sample:

Employers and employment counselors (n = 19), and youth (n = 31) were interviewed for this study.

Data Collection:

This study recruited youth through the use of advertisements at a pediatric rehabilitation hospital and community centers. Information packages were also sent to youth who were thought to meet the inclusion criteria.

Control:

There was no control for this study.

Findings:

The study found several similarities and differences between youth with disabilities and typically developing youth. For youth with disabilities, differences in job interview answers included: (1) disclosing their condition; (2) giving fewer examples related to customer service and teamwork skills; (3) experiencing greater challenges in providing feedback to team members and responding to scenario-based problem solving questions; and (4) drawing on examples from past work, volunteer and extracurricular activities.

Conclusions:

Clinicians and educators should help youth recognize their marketable skills and how to highlight those skills in an interview. Employers should recognize that the experiences of youth with disabilities may be different than typically developing youth.

URL:

http://journals.plos.org/plosone/article/file?id=10.1371/journal.pone.0122084&type=printable

Disabilities:

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

The Diversity Partners Project: Multi-systemic knowledge translation and business engagement strategies to improve employment of people with disabilities

Authors:

Catalano,D., Pereira, A., P., Wu, M., Y., Ho, H., & Chan, F.

Year Published:

2016

Publication:

Journal of Vocational Rehabilitation

Volume:

Number:

Pages:

273-285

Publisher:

IOS Press

Background:

The Diversity Partners Project was created to develop, test, and launch a new learning intervention to improve employment outcomes for people with disabilities. Key arbiters were identified as employment service professionals (ESPs) who are skilled in using labor market data, building relationships with employers, community based disability service professionals, and staffing firm staff who specialize in locating human resources. This project was developed in response to policy changes like Section 503 of the Rehabilitation Act, Title I and Title IV of the Workforce Innovation and Opportunities Act.

Purpose:

The purpose of this project was to test a learning intervention that would improve the relationships between ESPs and employers, and illustrate a systematic knowledge translation approach to the project. These research questions were used as a framework for development efforts:

1. How does an external agency create ongoing engagement in local ESP organizations? 2. What competencies will lead to ESPs being successful? 3. What situations do ESPs face when building relationships?

Setting:

An online "Toolbox" was created through a knowledge translation process and included beta testing and feedback.

Sample:

Target audiences included national ESPs and employers.

Data Collection:

Online surveys and interviews were conducted.

Intervention:

The intervention consisted of online modules on a website that contained information pertinent to organizational leadership and frontline personnel. Content modules included learning objectives, a diagnostic test, plain language learning content, case scenarios and more.

Control:

There was no control condition.

Findings:

Specific evaluation activities have yet to be developed.

Conclusions:

Knowledge translation is difficult to achieve in varied contexts with segmented audiences and siloed systems. It is still too early to determine any concrete conclusions about the effectiveness of the Diversity Partners project.

URL:

https://content.iospress.com/download/journal-of-vocational-rehabilitation/jvr862?id=journal-of-vocational-rehabilitation%2Fjvr862

Disabilities:

Populations:

Transition-age youth (14 - 24)

Outcomes:

NIDILRR Funded:

Yes

Research Design:

Observational

Peer Reviewed:

Yes

Barriers to Employment for Transition-age Youth

Authors:

Nuechterlein, K. H., Subotnik, K. L., Turner, L. R.,Ventura, J., Becker, D. R., & Drake, R. E.

Year Published:

2016

Publication:

Administration and Policy in Mental Health

Volume:

Number:

Pages:

354-358

Publisher:

Springer

Background:

Youth with developmental and psychiatric disabilities face substantial vocational challenges, even after receiving employment services. This study examined employment barriers for 280 transition-age youth with disabilities enrolled in supported employment in eight community rehabilitation centers.

Purpose:

Youth with disabilities encounter many barriers to employment. Awareness of these barriers may help employment programs anticipate challenges and develop strategies.

Setting:

Eight Programs in the evaluation of the Illinois Balancing Incentive Program supported employment project.

Sample:

The sample of the current study consisted of 280 youth with developmental and psychiatric disabilities from 8 of the 10 programs in the evaluation of the Illinois Incentive Program.

Data Collection:

Responses from eight Individual Placement Support programs (four serving youth with developmental disabilities and four serving youth with psychiatric disabilities) were aggregated.

Control:

There was no control for this study.

Findings:

Common barriers for youth with developmental disabilities were lack of work experience, transportation problems, cognitive problems, disengagement from the IPS program, and lack of social skills. Common barriers for youth with psychiatric disabilities were transportation problems, failure to engage in the IPS program, poor control of psychiatric symptoms, and lack or work experience.

Conclusions:

Though both groups benefited from Individual Placement Support programs, addressing common barriers is imperative. Transportation problems, lack of work experience, engagement issues, and lack of family support were barriers present in both groups.

URL:

https://link.springer.com/article/10.1007/s10488-016-0773-y

Disabilities:

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

Barriers to and Facilitators of Employment among Americans with Multiple Sclerosis: Results of a Qualitative Focus Group Study

Authors:

Bolton, B. F., Bellini, J. L., & Brookings, J. B.

Year Published:

2016

Publication:

Journal of Rehabilitation

Volume:

Number:

Pages:

59-69

Publisher:

National Rehabilitation Association

Background:

Multiple sclerosis (MS) is a complex and chronic neurological disease. There are approximately 450, 000 people living in the United States who have been diagnosed with MS. These people can experience a wide variety of symptoms including fatigue, mobility problems, visual impairments and much more. Due to these symptoms employment retention and acquisition can be challenging.

Purpose:

This research focuses on two primary questions. One, what are the most commonly reported barriers and facilitators to employment that are identified by people with MS? Two, what are the most commonly reported employment information and resource needs reported by people with MS?

Setting:

Participants were recruited from five stakeholder groups of people with physical disabilities. These groups included the National MS Society, United Spinal Cord Injury Association, World Institute on Disability, United Cerebral Palsy, and National Centers for Independent Living.

Sample:

Participants in this study were 25 predominantly Caucasian (n=18, 72%) females (n=19, 76%) between 18 and 64 years of age.

Data Collection:

Telephone focus groups were conducted and provided transcripts for the research team to analyze using NVivo 10 using a conventional qualitative content analysis approach.

Intervention:

The research team developed a focus group protocol for this study that was delivered over the phone.

Control:

There was no control group.

Findings:

There were three main themes (and additional sub-themes) as a result of this research. Participants reported facing future uncertainty, feeling a sense of loss, and discussed issues related to navigating the workplace.

Conclusions:

Vocational Rehabilitation counselors would benefit by increased knowledge around the issues that people with MS face in the workplace, especially in the area if disclosure.

URL:

http://www.worksupport.com/documents/116767876.pdf

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

Successful return to work for cancer survivors

Authors:

Nicholas, D. B., Attridge, M Zwaigenbaum, L., & Clarke, M.

Year Published:

2007

Publication:

American Association of Occupational Health Nurses Journal

Volume:

Number:

Pages:

290-295

Publisher:

Europe Pubmed Central

Background:

Advances in diagnosis and treatment has increased the 5 year survival rate among individuals with cancer. With this improvement, comes and increase in individuals who will return to work. Return to work is important in order to improve quality of life, a sense of normalcy and in terms of economic well being. The Americans with Disabilities Act (ADA) may offer legal protections to survivors both before and after treatment. Few studies have looked at return to work experiences among cancer survivors and how the ADA provisions may related to that experience.

Purpose:

The purpose of this study is to determine factors (related to the ADA) that influence a successful return to work for cancer survivors.

Setting:

Patients were recruited from an oncology department in a metropolitan hospital in Minnesota and a focus group was held.

Sample:

Seven individuals attended a 2 hour focus group help at the hospital. All were female and four were breast cancer survivors. The majority were white, married and had a Bachelor's degree or higher level of education. Participants had been employed 8 to 20 months prior to diagnosis.

Data Collection:

A focus group was help to identify common themes about health, health care, economic security, and return to work. Analysis were descriptive and qualitative. Transcripts of the group meeting were read along with moderator notes. General themes were pulled from this material.

Intervention:

The intervention in the study included job accommodations and supports.

Control:

There was no control or comparison condition.

Findings:

For the majority of participant (N=5) the reason for returning to work was an essential part of their healing. All members of the group were aware of the ADA however, none had engaged in formal conversations with their employers about its provisions. Factors aiding in return to work included: job flexibility, coworker support,and health care provider support. Factors hindering return to work were: ignorance about cancer in the workplace, lack of emotional support, physical effects of cancer, and the impact of cancer on the person's priorities.

Conclusions:

Occupational nurses have an important role to play in the return to work of individuals who survive cancer. They need to be aware of the positive and negative factors that influence return to work and understand the legal requirements such as the ADA.

URL:

http://whs.sagepub.com/content/55/7/290.full.pdf

Populations:

White / Caucasian

Outcomes:

Return to work

NIDILRR Funded:

Research Design:

Case reports

Peer Reviewed:

Yes

The impact of bipolar disorder upon work functioning: A qualitative analysis

Authors:

Migliore, A., Timmons, J., Butterworth, J., & Lugas, J.

Year Published:

2007

Publication:

Bipolar Disorders

Volume:

Number:

Pages:

126-143

Publisher:

John Wiley & Sons, Inc.

Background:

One important but sometimes poorly-captured area of functioning concerns an individual's ability to work. Several quantitative studies have now indicated that bipolar disorder (BD) can have a severe, and often enduring, negative impact upon occupational functioning. While this data indicates that employment rates are relatively low in this patient population, it throws little light on the specific ways in which this complex psychiatric condition can affect work, or upon how these effects are subjectively interpreted by individuals with BD.

Purpose:

In order to further explain the relationship between bipolar disorder (BD) and work, the authors report here on a series of exploratory qualitative interviews undertaken to develop a disease-specific measure of quality of life in BD.

Setting:

Most of this initial sample consisted of outpatients with BD. The second stage of the study actively recruited patients with BD from the University of British Columbia hospital in and outpatient departments.

Sample:

To be eligible to participate, affected individuals had to be 18 years or older and fluent in English; no limitations were placed on the type of BD they had been diagnosed with. Demographic and diagnostic details were recorded on a standardized report form at the onset of each interview, but no confirmation of diagnosis was made. More females than males responded to our recruitment advertisements, resulting in there being more interviews with females (67%). Also, more interviews were conducted with people (64%) with a diagnosis of BD type I than BD type II or not otherwise specified/spectrum.

Data Collection:

All of the interviews were tape recorded, transcribed verbatim and coded by the first author using basic qualitative research methods which included the following steps: (i) the transcripts were initially read through (without coding) in order to gain an overview of the main issues and themes raised by participants; (ii) the transcripts were read again several times, with all pertinent references to work being highlighted and detailed memos being made concerning emerging themes;?(iii) the number of participants describing a particular theme, and the frequency with which themes were mentioned, was recorded, as were instances where opposing viewpoints were apparent; and (iv) themes for discussion were selected on the basis of how many participants mentioned them, and how frequently they were mentioned.

Intervention:

The interviews lasted approximately 1 hour(range 20‚Äì90 min). It is important to note that the primary aim of conducting the interviews was to generate the items for the QoL.BD scale. The researchers wished to give participants as much freedom as possible to describe their own experiences, and in turn, to generate the items and domains of QoL that would eventually be included in the scale. Thus, the interviews began and finished the interviews according to a standard script, but otherwise left them unstructured, and no standardized direct probes were used.

Control:

There was no control or comparison condition.

Findings:

Respondents described the different ways in which the symptoms of depression and hypomania presented in the workplace. Five main themes emerged from the data: lack of continuity in work history, loss, illness management strategies in the workplace, stigma and disclosure in the workplace, and interpersonal problems at work.

Conclusions:

The qualitative data obtained through this study highlights the often complex, varied and intermittent effects of an episodic condition such as BD upon work functioning, and points to the importance of developing more sophisticated and precise measures of occupational functioning for this population.

URL:

http://www.pubfacts.com/detail/17391356/The-impact-of-bipolar-disorder-upon-work-functioning-a-qualitative-analysis

Disabilities:

Emotional disturbance

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

A ten-year follow-up of a supported employment program

Authors:

Schene, A., Koeter, M., Kikkert, M., Swinkels, J., & Crone, P.

Year Published:

2004

Publication:

Psychiatric Services

Volume:

Number:

Pages:

302-308

Publisher:

American Psychiatric Association

Background:

Supported employment is considered to be an evidence-based practice for people with psychiatric disabilities. The rate of competitive employment within supported employment programs is three times higher than those in other programs.

Purpose:

The purpose of the study was to review the outcomes of supported employment 10 years after an initial demonstration project.

Setting:

The setting included two rural rehabilitative day centers in New Hampshire that became Individual Placement and Support model centers.

Sample:

The sample included 20 participants in the 1990 Lebanon group and 24 participants in the 1992 Claremont group; a total of 36 were in the follow-up study 10 years later.

Data Collection:

A semi-structured interview was developed, which included open-ended questions. Open-ended questions were transferred into structured ratings

Intervention:

The intervention was the Individual Placement and Support (IPS) model of supported employment.

Control:

There was no control or comparison condition.

Findings:

Seventy percent of the participants had had some type of competitive employment. Eighty eight percent (N=17) were employed at the time of the study.

Conclusions:

The study concluded that supported employment is a viable option for people with psychiatric disorders. Further study is needed to determine is self-sufficiency is a realistic goal given that many people don't consider self-sufficiency as a goal to reach when obtaining competitive employment.

URL:

http://www.worksupport.com/kter/documents/pdf/A10yearfollowupofSupportedEmployment.pdf

Disabilities:

Emotional disturbance

Populations:

Outcomes:

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

Promoting mental health through employment and developing healthy workplaces: the potential of natural supports at work

Authors:

Siporin, S. and Lysack, C.

Year Published:

2003

Publication:

Health Education Research

Volume:

Number:

Pages:

207-215

Publisher:

Oxford University Press

Background:

In England, policy developments in the field of mental health are stimulating interest in employment for mental health service users as a means of mental health promotion. To date, research that might assist in increasing employment rates amongst this group has focused largely on the question of which service users are most likely to benefit from vocational interventions and, more recently, on models of vocational support. Less is known about how employers can assist people in their transition or return to work.

Purpose:

This study draws on the accounts of 17 employment project clients to identify workplace factors that were associated with job retention. Specific objectives were:
(1) To identify a sample of employment support service users who had retained open, competitive employment for 12 months or longer.
(2) To identify a sample where employment had broken down after a period of less than 12 months employment.
(3) To explore the experiences of both groups from their own perspective.
(4) To explore the perspectives of the other key individuals involved, including employment project workers and workplace managers.
(5) To identify factors associated with the success or breakdown of supported employment on the basis of the accounts obtained.

Setting:

The study was conducted at five project sites in England. Of the five projects, two were based in geographically and demographically diverse areas of outer London (Projects A and B), one operated in a semi-rural area of southeast England (Project C), and one in an urban area of the southeast (Project D). The fifth project (Project E) was based in a Midlands city.

Sample:

Clients of the five projects who had current or recent experience of open employment were invited to a meeting at their project where the research and what would be involved was explained. As a result of the meetings some clients decided not to take part because they had not disclosed their mental health problems at work, while others who were currently employed had not yet been in their job for a year. These clients therefore withdrew from the study. In total, 10 male clients and seven female clients did take part. Eleven clients had been able to retain open employment for 12 months or longer, while the other six clients jobs had ended within 12 months for reasons they themselves saw as problematic.

Data Collection:

With participants permission, the interviews were tape recorded and transcribed verbatim. A staged analysis was then carried out. Initially, each job was treated as a case and the 17 cases were divided into jobs that had been retained and jobs that had broken down. Data relating to each case (i.e. the client‚, project worker‚ and manager‚ accounts of a job) were then grouped under broad categories according to whether they related to employment support, workplaces or service users personal circumstances. Data within each category were analysed to generate subcategories within each main category, e.g. workplace factors relating to managers, colleagues and conditions of employment. These were then compared across cases in order to identify those factors that were associated with job retention and job breakdown. As noted earlier, in this article we focus on clients accounts of those factors relating to the workplace.

Intervention:

Since the aim was to explore clients perceptions of their employment experiences, a semi-structured interview schedule was developed to enable each participant to tell the story of the job concerned from its beginning in the assessment and preparation stage leading up to the job, through its development to its end or to the present time in the case of ongoing jobs. The schedule explored key events during each stage of the job, including client first meetings with their manager and colleagues, their induction, and subsequent significant developments identified by participants themselves. Throughout the interview, participants feelings and attitudes, their accounts of factors which had either positive or negative effects, and their views about what else might have been helpful were explored. Questions were also included to obtain background data, including clients employment and mental health history. The interviews varied in length from 40 min to just over 3 hour.

Control:

There was no control or comparison condition.

Findings:

Specific adjustments such as flexibility about working hours, work schedules and job tasks emerged as crucial in enabling clients to deal with the effects of medication, and to regain stamina and confidence. Over and above these, however natural supports of a kind from which any employee would arguably benefit were equally important. In this respect the main themes revolved around training and support to learn the job, supportive interpersonal relationships at work, workplace culture, and approaches to staff management. Themes from the findings might equally provide a productive focus for workplace health promotion more generally, using organization development approaches.

Conclusions:

On the basis of this study, four organizational initiatives in particular might help to ensure that workplaces are mentally healthy, both for mental health service users starting or returning to work, and for other employees:
Ensuring that a formal period of induction, of sufficient length, is routine practice for all new employees. For many jobs, induction will need to include formal training geared to the employee‚ pace of learning, opportunities to observe colleagues work and the explicit identification of sources of support for tackling problems that arise.
Embedding attention to employees ongoing development in routine workplace practice through formal supervision and appraisal procedures.
Team building aimed at creating a welcoming workplace where difference is accepted and employees strengths are valued.
Training and other learning opportunities, e.g. action learning sets, for managers, covering mental health and safety at work, team building, and individual staff management. Opportunities to explore the boundaries between a friendly, supportive approach and ensuring that work is completed would be particularly valuable, as would training in techniques for providing constructive criticism for employees.

URL:

http://her.oxfordjournals.org/content/18/2/207.full

Disabilities:

Emotional disturbance

Populations:

Outcomes:

Specific learning disabilities

Increase in tenure

NIDILRR Funded:

Research Design:

Peer Reviewed:

Yes

Waging a living: Career development and long-term employment outcomes for young adults with disabilities

Authors:

Linsay, S., & DePape, A. M.

Year Published:

2011

Publication:

Council for Exceptional Children

Volume:

Number:

Pages:

423-434

Publisher:

Exceptional Children

Background:

Employment rates for individuals with disabilities are poor and contribute to the ongoing high poverty rates for this group. Although overall employment rates have risen over the years, work outcomes for young adults with disabilities still lag behind those without disabilities. Career development takes place overtime and is influenced by multiple variables such as individual, family, school, and community factors. However, for individuals with disabilities, career development is often complex, nonlinear, and chaotic. High school and post-school services can have a positive impact on employment for youth with disabilities. Students with disabilities who participate in vocational courses and community based work experiences are more likely to obtain and maintain employment after high school. Additionally, participation in adult services like vocational rehabilitation or post secondary education or training can lead to better job opportunities. Research studying patterns of career development for successfully employed adults with disabilities may be able inform clinical practices through the identification of common themes that influence employment in living wage occupations.

Purpose:

This study examined the process of career development for young adults with disabilities.

Setting:

The study took place in multiple interview settings.

Sample:

Young adults with disabilities (5 with learning disability, 2 with orthopedic impairment, and 1 with emotional disability) were recruited from a statewide network of special education and transition specialist. Criteria for selection included: had a documented disability and received special education, participated in school to work transition program at least one year, and exited school between the years 1996 and 2001. The chosen group included 4 women and four men with disabilities who were between 25 to 29 years old. All participants were caucasian and half resided in rural areas. Seven had graduated with a standard high school diploma and one had dropped out during the last year of school. All were employed full time at the time of their postschool interview and reported earning more than $20,000 per year. This was above the federal poverty line of $9,800 per year and exceeded the living wage of $17,035 per year. Key informants were also selected to provide information on family, high school, post school experiences and opportunities. This included: one or both parents, a high school teacher or transition specialist, a rehabilitation counselor, and current employer.

Data Collection:

Researchers identified a set of topics to address through a review of the relevant literature. This included:

(a) individual characteristics and personal attributes,

(b) family support and expectations,

(d) workplace experiences, and

(e) other postschool training or education.

Data was collected over four years. Initial post-school interviews took place when participants were between 3 and 6 years out of high school. The second phase of data collection occurred up to 4 years following the initial interview when participants were between 7 and 10 years out of school. In total there were 66 interviews. this included interviews with 24 young adults, 18 with family 11 with employers, 8 with school personnel and 5 with rehabilitation counselors. In addition a family background questionnaire, job history form were completed for each participant along with a file review of special education and vocational rehabilitation records.

Field notes were kept on all contacts with participants and key informants. Onsite observations, field notes and file reviews were recorded on structured forms. Case study data for each participant was completed following standard qualitative analysis procedures. Cross case data summaries and explanatory tables were used to determine which characteristics influenced outcomes similarly or uniquely across cases.

Intervention:

The study included multiple school-based and transition-focused interventions.

Control:

The study did not include a control or comparison condition.

Findings:

A common set of themes seemed to impact employment in living wage occupations. These included: the importance of ongoing education and/or training, steady work experiences, and personal attributes. More specifically the study found that the interrelated elements of family expectations, work experience during high school, and transition services and supports led these individuals to an initial postschool placement in either employment or postsecondary training. During the ensuing span of years, participants advanced in their careers based on a combination of factors that included: (a) enrollment in higher education or job training programs, (b) patterns of workforce participation, and (c) a set of personal attributes such as self-efficacy, persistence, and coping skills. These factors were present across all participants, yet varied by sex.

Conclusions:

The findings confirm and extend previous research documenting the critical contribution of work experience for youth with disabilities. Young adults with disabilities need transition services to secure financial stability. Initial transition services and ongoing opportunities for further education and training are needed to work in jobs that pay a living wage. Transition education needs to focus on individual knowledge and skills like self determination, self advocacy and communication. Additional studies are needed to understand and highlight the variables that influence gaining occupations with livable wages that promote financial self sufficiency. More research is needed on the role of transition supports, post secondary education or training, family factors and personal attributes.

URL:

http://eric.ed.gov/?id=EJ931146

Disabilities:

Orthopedic impairments

Populations:

Outcomes: