目标:加强工作场所的沟通和支持流程,使残疾人能够维持就业和重返工作岗位是工人的优先事项,雇主,和社区利益相关者。这项研究的目的是评估一种解决支持挑战的新资源,工作需求和住宿计划工具(JDAPT),并评估其用途,相关性,以及9个月随访期间的结果。
方法:使用有目的的抽样方法招募具有身体和心理健康/认知状况导致工作受限的工人。在线调查是在基线时进行的(在使用JDAPT之前),以及基线后三个月和九个月。收集了有关人口统计的信息(例如,年龄,性别)和工作特征(例如,就业部门,组织规模)。结果包括评估JDAPT的使用和相关性,和自我效能感的变化,工作效率困难,就业问题,工作需求的困难,和旷工。
结果:基线参与者为269名工人(66%为女性;平均年龄41岁),其中188名(69.9%)完成了所有三波数据收集。许多工人报告在工作内外使用JDAPT策略,并对工具的可用性持有积极的看法,相关性,和乐于助人。自我效能感(时间1-2;时间1-3)显着改善,感知的工作效率,和缺勤,在自我效能感和生产力方面具有中等到较大的效应大小(0.46至0.78)。不同性别的调查结果是一致的,年龄,健康状况,和工作上下文变量。
结论:JDAPT可以增强支持提供,并为工作场所残疾实践提供更大的透明度和一致性,这对于创造更具包容性和更容易获得的就业机会至关重要。
OBJECTIVE: Enhancing workplace communication and support processes to enable individuals living with disabilities to sustain employment and return to work is a priority for workers, employers, and community stakeholders. The objective of this study was to evaluate a new resource that addresses support challenges, the Job Demands and Accommodation Planning Tool (JDAPT), and assess its use, relevance, and outcomes over a nine-month follow-up period.
METHODS: Workers with physical and mental health/cognitive conditions causing limitations at work were recruited using purposive sampling. Online surveys were administered at baseline (prior to using the JDAPT), and at three and nine months post-baseline. Information was collected on demographics (e.g., age, gender) and work characteristics (e.g., job sector, organization size). Outcomes included assessing JDAPT use and relevance, and changes in self-efficacy, work productivity difficulties, employment concerns, difficulties with job demands, and absenteeism.
RESULTS: Baseline participants were 269 workers (66% women; mean age 41 years) of whom 188 (69.9%) completed all three waves of data collection. Many workers reported using JDAPT strategies at and outside of work, and held positive perceptions of the tool\'s usability, relevance, and helpfulness. There were significant improvements (Time 1-2; Time 1-3) in self-efficacy, perceived work productivity, and absenteeism with moderate to large effect sizes in self-efficacy and productivity (0.46 to 0.78). Findings were consistent across gender, age, health condition, and work context variables.
CONCLUSIONS: The JDAPT can enhance support provision and provide greater transparency and consistency to workplace disability practices, which is critical to creating more inclusive and accessible employment opportunities.