Abstract
Purpose Occupational integration is vital for the health of all people, also for people with Limited Work Capacity (LWC). Therefore, participation in regular work is a legal right for people that are restricted in their work capacity due to a disability and/or lack sufficient education. Full and effective integration is dependent on the person-job fit, and adequate vocational support should focus on meeting performance standards, as is common practice in traditional personnel selection and development programmes. Despite the huge amount of valid instruments for personnel selection and development, these tests are not suitable people with LWC. Recently, an instrument was developed for assessment and development purposes specifically for this target group. That study provided evidence for reliability and dimensionality this instrument. In our study, we add criterion-related measures to this instrument to demonstrate that assessment at T1 predict performance at T2, thus validating the instrument. Method We conducted a four-source data study, two sources for independent and two for outcome variables, to test the predictive validity of this instrument in a multi-wave setup. Results This study largely supports the validity of the instrument in predicting work behaviour and task performance of people with LWC. More specific, when measures are tailored to this target group, this group is able to predict their work behaviour and task performance accurately just like the general population. Conclusion We conclude that this instrument contributes to science, vocational support practices, and the personal and professional development of people with LWC, which is required for sustainable work.
Highlights
The psychological value of paid employment has been acknowledged for decades [1,2,3]
Our target group can learn to reflect on their own strengths and weaknesses with the help of this instrument that consists of self, other, and observerratings forms
As stated in the introduction, we argue that performance standards in regular work should be the point of departure when the purpose of our target group’s sustainable participation in regular work
Summary
The psychological value of paid employment has been acknowledged for decades [1,2,3]. Employment should never be taken for granted, especially not for people with disabilities. Participation in regular work of this target group is increased, but their employment is often of short duration [17, 18]. This is often caused by poor person-job fit [19], or poor guidance concerning learning and development on the job [20, 21]. Examples are the choose-get-keep approach [22], supported employment [23], and individual placement and support (IPS) [24], all for people with severe mental illness.
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