Workplace supports, job performance, and integration outcomes for people with psychiatric disabilities

Examining psychosocial factors associated with receiving workplace accommodations among people with disabilities

BACKGROUND

People with disabilities experience challenges in obtaining workplace support including job accommodations.

OBJECTIVE

This study examined the impacts of psychosocial factors affecting the likelihood of an employee with disability receiving an accommodation and subsequent effects on job satisfaction and job performance.

METHODS

This study recruited 596 participants from multiple national and state agencies serving persons with disabilities in U.S. A mediation model was conducted to examine the impacts of psychosocial factors (i.e., self-efficacy, positive affect, negative affect, workplace support, Americans with Disabilities Act (ADA) knowledge, accommodation knowledge, and work goal) on receiving accommodation, and the impacts of receiving accommodations on job satisfaction and job performance. The indirect effects of the psychosocial factors on job satisfaction and job performance via receiving accommodations were examined using the Delta method.

RESULTS

Among all the examined direct effects, only the effect from workplace support to receiving accommodations and the effect from receiving accommodations to job satisfaction were significant. Nevertheless, indirect effects were non-significant, indicating that all the psychosocial factors had no indirect effect (via receiving accommodation) on job satisfaction and job performance.

CONCLUSION

The findings reveal the significance of workplace support on employees' likelihood of receiving accommodations, and subsequent association between accommodation receipt and job satisfaction. Rehabilitation professionals need to provide adequate training to employers to facilitate inclusive and supportive workplace environments.

Exploring the Role of Social Support in Promoting Community Integration: An Integrated Literature Review

Community integration has emerged as a priority area among mental health advocates, policy makers, and researchers (Townley, Miller, & Kloos, 2013; Ware, Hopper, Tugenberg, Dickey, & Fisher, 2007). Past research suggests that social support influences community integration for individuals with serious mental illnesses (Davidson, Haglund, Stayner, Rakfeldt, Chinman, & Tebes, 2001; Davidson, Stayner, Nickou, Styron, Rowe, & Chinman, 2001; Wong & Solomon, 2002), but there has not yet been a systematic review on this topic. Therefore, the purpose of this paper was to explore the influence of social support on community integration through a review of the existing literature. An extensive literature search was conducted, resulting in 32 articles that met the search criteria. These articles were organized into three categories: defining community integration, supportive relationships, and mental health services. The search results are analyzed according to the types of support being provided. Article strengths, limitations, implications, and future directions are also addressed. Overall, the findings of this review suggest that social support, which may be provided by a variety of individuals and services, plays an important role in promoting community integration for individuals with serious mental illnesses. Therefore, as community mental health research and practice continues to promote community integration for individuals with serious mental illnesses, the mental health field should emphasize the importance of social support as a key factor influencing community integration.

Employers' attitudes on hiring workers with intellectual disabilities in small and medium enterprises: an Italian research

Employers play a significant role in the process of hiring workers with intellectual disability. Through an in-depth interview, this research aims to investigate the attitudes of 30 representatives of small and medium-sized Italian companies involved in a process of recruitment. The data were analyzed using a phenomenological approach. The results show that attitudes toward the disabled employee are influenced by three areas, namely, personal characteristics of employers, selection process, and concerns and opinions of employers.

Workplace accommodations for people with mental illness: a scoping review

PURPOSE

Disability discrimination legislation means that employees with a disability or mental illness are legally entitled to reasonable workplace accommodations that enable them to work effectively and safely. This scoping review aims to investigate the types of workplace accommodations provided for people with mental illness, and their costs and benefits.

METHODS

A literature search was conducted using five electronic databases. Peer reviewed research articles published between 1993 and June 2013 were included in this scoping review and their quality was assessed. Opinion papers, reports, and case descriptions were excluded.

RESULTS

Nine studies explored workplace accommodations for people with mental illness. The most commonly reported work-related accommodations were flexible scheduling/reduced hours, modified training and supervision, and modified job duties/descriptions. The least common type of accommodation was physical modification to the workplace. For employees with persistent mental illness who were accessing a supported employment agency, the majority of accommodations related to support from the job coach or employment specialist, such as facilitating communication with the employer during hiring or on the job. The quality of the studies varied considerably and the benefits of the accommodations are not yet well documented. There is limited evidence that a larger number of workplace accommodations are associated with longer job tenure.

CONCLUSIONS

Workplace accommodations appear to be important to support employees with mental illness, but more accessible information about how disability discrimination legislation applies to this population is needed. Future research should address the implementation and effectiveness of mental health-related workplace accommodations.

Development and preliminary validation of the First Episode Social Functioning Scale for early psychosis

The current study aimed at developing and conducting a preliminary validation a novel social functioning measure for people with early psychosis. The First Episode Social Functioning Scale (FESFS) was developed to cover many domains specific to this population in their contemporary reality. The self-report version of the FESFS was administered to 203 individuals receiving services in first episode clinics. Scores of the GAF, SOFAS, Social Functioning Scale and BPRS were also obtained for parts of the sample to calculate convergent and discriminant validity. A subgroup also answered the FESFS at several time points during treatment in order to determine sensibility to change. Principal component factor analyses and internal consistency analyses revealed the following nine factors with alphas ranging from 0.63 to 0.80: Friendships and social activities, Independent living skills, Interacting with people, Family, Intimacy, Relationships and social activities at work, Work abilities, Relationships and social activities at school, Educational abilities. Convergent and discriminant validity were demonstrated, as well as sensitivity to change. Clinical and research utility of the FESFS are discussed.

Factors affecting the acceptance of people with disabilities at work: a literature review

PURPOSE

A lack of social acceptance by non-disabled co-workers is often the reason why employees with disabilities fail to stay in regular organizations for sustained periods. The aim of the study is to present a coherent review of the extant literature on factors affecting the acceptance of people with disabilities in regular employment.

METHOD

We conducted a search of the electronic databases PsychINFO and Web of Science (period: 1996-2011) supplemented with a search for additional relevant articles by means of cross-referencing. In total 48 articles were selected, coded and analyzed by three coders into three overarching themes.

RESULTS

The analysis of included articles shows that the acceptance of employees with disabilities is influenced by three main variable groups: characteristics of co-workers, of the persons with disabilities and of the employers/organizations. Most studies present factors that influence co-workers' or employers' attitudes toward employees with disabilities such as demographic variables.

CONCLUSION

Although, recent research has started to accumulate findings on factors that affect the acceptance of employees with disabilities, many gaps remain in the understanding of the concept of acceptance and its relation to the employment of people with disabilities.

Social value of supported employment for psychosocial program participants

Members of a psychiatric psychosocial program designed to provide both supported employment and peer support were surveyed about their current social activities, sources of social support, and social life improvement since joining the program. Survey respondents who worked a mainstream job (n=17) reported greater peer contact in community locations, and correspondingly greater social life improvement, than those who remained unemployed or worked volunteer jobs (n=45). Results of a hierarchical regression analysis (N=62) that explored this positive correlation between mainstream work, community-based peer contact, and social life satisfaction suggest that working a job in an integrated setting that paid at least minimum wage encouraged program participants to meet and interact in community locations, thereby strengthening peer mutual support while furthering social integration. This unique pattern of findings requires replication, and we recommend that other psychosocial programs conduct similar quality improvement studies to provide further insights into the relationship between peer support and community integration.

Workplace social networks and their relationship with job outcomes and other employment characteristics for people with severe mental illness

Clients with severe mental illness (SMI) often struggle in their efforts to maintain employment. One cause of early job terminations is interpersonal difficulties in the workplace. This study explored workplace social networks and their relationship with job outcomes and other employment characteristics for people with SMI. Results indicated that clients generally had positive experiences with both supervisors and coworkers. Contrary to our hypothesis, employment model was not associated with better workplace network characteristics. Also contrary to our hypothesis, clients employed in group placements did not differ in workplace network characteristics from those in competitive employment settings. Workplace network characteristics were robustly correlated with job satisfaction, but not strongly related to hourly wages or overall job tenure. Job tenure at the time of the workplace network assessment did show a few modest negative correlations with supervisor and coworker support, indicating declining perceived social network support with increasing job tenure. Study limitations and future directions for research using this methodology are discussed.

‘All the Doors are Closing’: National Deaf Services Users' Thoughts and Views on Deafness, Mental Health and Employment

This qualitative study invited Deaf adults with mental health difficulties to reflect on mental health, Deafness and the barriers to obtaining and retaining employment. The term Deaf with a capital ‘D’ denotes Deaf people as a cultural and linguistic minority group, who use sign language as their first language (British Deaf Association 2000). Eight people took part in three focus groups and one interview. The findings were analysed using interpretative phenomenological analysis.

Six themes arose from the analysis: stigma, the benefits of employment, the support required, the differences and similarities between Deaf and hearing populations, communication and the challenges of mental health compared with those of Deafness. The strongest message was that Deaf people with mental health difficulties require somebody who speaks their language when obtaining employment. A list of recommendations is provided, which has relevance to occupational therapists.

Correspondence

I read with great interest the paper Internalized Stigma: A Barrier to Employment for People with Mental Illness (vol 10(12), 2003, p.539). Internalized stigma reduces the chances of the person with a mental disorder to not only have good employment but also to access good care and, finally, good quality of life.