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Article
Publication date: 11 February 2021

Darren Hedley, Jennifer R. Spoor, Ru Ying Cai, Mirko Uljarevic, Simon Bury, Eynat Gal, Simon Moss, Amanda Richdale, Timothy Bartram and Cheryl Dissanayake

Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant…

Abstract

Purpose

Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant barriers to entering the workforce. This is reflected in high levels of underemployment and unemployment, with an estimated 80% of autistic people unemployed worldwide. This is higher than both other disability groups and people without disabilities. Research is needed to identify strategies that facilitate the sustained employment of autistic adults. This study aims to examine the perspectives of autistic individuals participating in a specialized employment program within the information and communication technology sector.

Design/methodology/approach

Three focus groups were conducted with nine adults on the autism spectrum. Data were analyzed using an inductive approach according to established guidelines, which included coding and categorizing data into themes.

Findings

Focus group analysis revealed four themes: trainees’ previous work experiences; expectations of the employment program; recruitment and selection processes; and training and transition. Several factors associated with the changes to the recruitment and selection process were found to benefit the autistic employees.

Originality/value

Few studies have characterized the work experiences of adults on the autism spectrum. Tailored employment processes that challenge traditional human resource management practices can increase the participation of autistic individuals in the workforce. Strategies for promoting the success of these programs are discussed.

Details

Advances in Autism, vol. 7 no. 1
Type: Research Article
ISSN: 2056-3868

Keywords

Article
Publication date: 30 April 2021

Jennifer R. Spoor, Rebecca L. Flower, Simon M. Bury and Darren Hedley

Although there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs…

Abstract

Purpose

Although there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.

Design/methodology/approach

A total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.

Findings

Perceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.

Originality/value

This research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 1 February 2002

Cheryl Nakata

There is limited understanding of how businesses, particularly in a global context, activate the marketing concept in order to become market‐driven. A study was conducted to…

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Abstract

There is limited understanding of how businesses, particularly in a global context, activate the marketing concept in order to become market‐driven. A study was conducted to delineate the activation process in an international setting, and some of the facilitating and impeding factors. In‐depth interviews were conducted with executives of 22 subsidiaries of a multinational firm. Activation appeared to consist of interpreting, adopting and implementing the marketing concept. Implementation is itself a sequence of market intelligence activities. Greater adoption and implementation, as well as higher quality intelligence work, are tied to stronger organizational performance. Facilitators (e.g. top management commitment) and inhibitors (e.g. over‐emphasis on profits) were identified. Other dimensions also surfaced including the slow, top‐down path of adoption, national culture, and market competitiveness. Recommendations were made on enhancing activation success.

Details

International Marketing Review, vol. 19 no. 1
Type: Research Article
ISSN: 0265-1335

Keywords

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