Job Coach Research Articles

Assistive Technology Uses and Barriers in the Home and Workplace for Adults With Intellectual and Developmental Disabilities.

Assistive technology (AT) has been successfully used by researchers and practitioners to increase task completion and independence in work and home environments for individuals with intellectual and developmental disabilities. While prior research has shown increased outcomes of incorporating AT into daily tasks, research has also indicated that actual use of AT in these settings is much lower. The current qualitative study used semi-structured interviews with a sample of 25 adults (22 individuals with intellectual and developmental disabilities and three job coaches) to examine the perceived use and implementation of AT into home and work environments, along with potential challenges and barriers. Interviews were analyzed using a thematic analysis approach. Three themes were identified: (1) technologies used to support daily living skills, (2) technologies used to support employment and (3) challenges and barriers to using technologies. Findings indicate that while individuals with intellectual and developmental disabilities are using a variety of AT in their homes both successfully and independently, they have extremely limited use in their workplaces. Implications for practice and future research are discussed.

Salutogenic mechanisms in nature-based work: fostering sense of coherence for employees with limited capability for work.

Having a job is important for the well-being and inclusion of people with limited capability for work (LCW) due to physical and/or mental disability. This study explores salutogenic mechanisms that contribute to work-related sense of coherence (Work-SoC) of employees with LCW, i.e. perceiving their work in nature as manageable, comprehensible and meaningful. Semi-structured interviews (26 in total) were conducted with employees with LCW, employee supervisors, job coaches and foresters, all working in nature management. Interviews were held at four worksites of a governmental organisation in the Netherlands that provides permanent jobs for people with LCW. Employees with LCW contributed to the design and analysis of the study as co-researchers. Thematic analysis was used and member checks were carried out on preliminary findings. We identified six salutogenic mechanisms that contribute to nature-based Work-SoC of employees with LCW: (i) having constructive working relationships, (ii) experiencing structure and clarity, (iii) receiving practical and emotional support, (iv) support in the creation of meaning, (v) experiencing and learning in practice and (vi) physical activity and (absence of) stimuli. Identified mechanisms can create a positive effect when leveraged, thereby boosting (new) salutogenic mechanisms. Our findings illustrate that nature-based work can provide resources that promote Work-SoC of employees with LCW through the identified mechanisms. However, employees with LCW, colleagues, supervisors and stakeholders must recognize, mobilize and use these resources to leverage identified mechanisms in order to facilitate health-promoting workplaces for people with LCW. This, in turn, can contribute to sustainable inclusion through enablement.

Experiences of autistic people in supported employment in France: a participatory research project

Purpose The employment rate of autistic people is low, and they are often employed in low-paying jobs or in jobs involving tasks that fall short of their skills and competence. To address this situation, the individual placement and support method (IPS) offers promising perspectives for personalized and long-term support measures. This evidence-based method has produced positive results in several countries. IPS has been used in France only since 2016. This paper aims to examine the experience of autistic people in France who have benefitted from supported employment measures. Design/methodology/approach Nineteen autistic adults in France took part in semistructured interviews. Interview questions focused on work and measures to support employment. The authors analysed the interviews using reflexive thematic analysis, within the paradigm of critical realism. The authors adopted a participatory approach; the project was led by an autistic researcher and autistic individuals were included at all stages. Findings This study identified six primary themes and three subthemes across the data: (1) The uphill battle to obtain adjustments in the workplace; (2) insufficient knowledge of autism; (2.1) explaining again and again: the educative burden; (3) the challenge of making oneself heard; (3.1) when the entourage steps in; (4) support measures as material assistance and reassurance; (4.1) between benevolence and condescension; (5) organizational factors that affect the quality of support; and (6) personal and professional life are closely intertwined. Originality/value This research provides a better understanding of how autistic people experience supported employment in France and highlights ways to improve it. Job coaches play a crucial role in offering practical help and reassurance, and their efforts to nurture an active personal life are perceived positively. However, supported employment also carries the risk of limiting autistic individuals' capacity for action and causing several difficulties if job coaches are not well-informed about autism, do not reflect on their own attitudes, do not assist in obtaining necessary accommodations and if there are organizational problems leading to a lack of resources.

Disability, recruitment and job retention: Identifying barriers and facilitators from the employers' point of view.

Despite increased public awareness of the professional, integration of people with disabilities, they encounter more difficulties than their non-disabled counterparts in accessing employment. The aim of this study was to gain a better understanding of the barriers and facilitators to hiring and retaining people with disabilities from the perspective of employers in the private and public sector in France. This was a qualitative study using semi-structured interviews with forty-two employers from public structures or private companies. The Consolidated Criteria for Reporting Qualitative Research was used as a guideline to secure accurate and complete reporting of the study. Among barriers we found that 1. Stereotypes persist about disability, still associated with lower productivity and dangerous behaviour; 2. Disabilities were associated with costs that were considered too high; 3. Disabilities management was seen as an administrative burden. 4. The bumps of inclusion. We also highlighted facilitators such as 1. A public sector is a more favourable environment 2. Employer's personal motivation to hire people with disabilities; 3. The support by Job Coaches was seen as a powerful facilitator. The decision to hire people with disabilities depends on many personal, societal and organisational factors. This study has contributed to a better understanding of their interrelationships and could be useful in developing more effective strategies for the inclusion of people with disabilities.

Teaching workplace communication skills to college students with intellectual disability

BACKGROUND: College students with Intellectual Disability (ID) are afforded many educational opportunities through Inclusive Post-Secondary Education (IPSE) programs, including employment training. Competitive employment can contribute to a rich independent life, thus more employment training opportunities can be beneficial. Low employment rates for adults with ID have motivated these efforts to develop proper employment training. In the past, on-the-job (OTJ) training with a job coach was one of the only supports for adults with ID in the workplace. Now, there are a variety of evidence-based strategies that can be used in the workplace or in other community settings, such as Covert Audio Coaching (CAC), to teach adults with ID the skills they need to maintain a job. OBJECTIVE: The purpose of this study was to determine if CAC would increase on-topic workplace communication skills for college students with ID. METHODS: This study used a multiple probe design to examine the effects of CAC on teaching workplace communication skills to college students with ID in a real-world setting. In this study, students interned in an office setting and spoke to a co-worker at their work setting while the interventionist used a two-way radio system to provide coaching statements to the student during their conversations. RESULTS: All students in this study increased their on-topic communication exchanges and these results demonstrate that CAC is an effective intervention for this population. CONCLUSION: CAC can be used as an employment support for adults with ID, specifically in the community setting. Limitations and implications of this study were further described at the end of the article.

Work is the best medicine: A qualitative analysis of posttraumatic stress disorder and supported employment

AbstractCo‐occurring posttraumatic stress disorder (PTSD) negatively impacts employment outcomes for individuals with serious mental health conditions (SMHCs). This study examined how employment might help individuals manage PTSD. Sixty‐eight employed individuals with SMHCs and co‐occurring PTSD responded to two open‐ended questions focused on how work impacted the management of PTSD symptoms and their perceived need for support from a job coach. Findings revealed themes about benefits of work on PTSD symptom management and types of provider support desired. Study implications are discussed.

Job Coach Development in Career Transition in Malaysia

Job Coach Development in Career Transition in Malaysia

Use and acceptance of technologies in the German measure supported employment

BACKGROUND: The measure Supported Employment (SE) and digitalization offer people with disabilities increased opportunities for participation in working life. Different technology acceptance models such as the TAM or UTAUT indicate that whether a technology is used or not crucially depends on various factors such as the perceived usefulness or perceived ease of use of a technology. OBJECTIVE: This study aims to investigate factors influencing the acceptance of digital technologies in the measure SE. Risks and opportunities for people with disabilities are examined. METHODS: The data basis consists of 16 qualitative guided interviews with job coaches and clients. The data evaluation is carried out by means of qualitative content analysis. RESULTS: In line with the TAM and the UTAUT, six main factors could be identified as relevant for the acceptance of digital technologies in the measure SE: perceived usefulness, perceived ease of use, attitudes toward using, social influence, facilitating conditions, and individual factors seem to influence the actual use of technologies. The interviews show opportunities such as increased participation of people with disabilities in working life through technologies, but also risks such as the exclusion of older or less experienced people. CONCLUSION: Factors from technology acceptance research also apply in SE and must be recognized before introducing new technologies.

Supported employment coaches’ difficulties and facilitators with clients diagnosed with personality versus other disorders: A qualitative study

AimPeople with severe mental illnesses (SMI) face different occupational challenges than those diagnosed with personality disorders (PD). Supported employment (SE) has been validated for SMI patients but its effectiveness for individuals with PD remains unclear, and the reasons for this potential difference have not been explored. This study aimed to identify differences in SE practice for clients with SMI and those with PD. MethodsSix SE job coaches were interviewed about their experiences. A thematic analysis was run. ResultsMore difficulties and facilitators were mentioned regarding clients with PD than regarding clients with other SMI. For both, patients’ symptoms were reported to negatively affect their (re)integration into the job market. However, in contrast to that of clients with SMI, the relation between symptoms and SE success for clients with PD involved difficult behaviors and their negative impact on the therapeutic relationship. ConclusionIn summary, SE practice seems to be undermined by PD and could benefit from adaptations, such as specific training for SE teams to help them in managing clients with this disorder.

Job-seeking self-efficacy: an Irish scale for assessing the guidance and coaching needs of job seekers

ABSTRACT This field research was designed to establish what components contribute to the construct of job-seeking self-efficacy (JSSE). 430 active job seekers (219 males, 204 females, 7 non-disclosed) in Ireland volunteered to participate in a survey compiled from previously published sources. A 15-item scale for JSSE was reduced to 8 items (2 factors) after principle components analysis (PCA). Confirmatory Factor Analysis (CFA) found the scales hold respectable levels of reliability (α = .841, variance 65%). The Irish JSSE Scale presented good concurrent validity with other research studies and the primary component related to the cognisant and mindful awareness of JSSE. A second factor consisted of an affective/emotive component which was more impacted by the length of unemployment (a = .71). The Irish JSSE Scale should assist guidance counsellors and job coaches by enhancing the efficiency of the job-seeking process by facilitating more client-focused needs analysis.

Inclusive Human Capital—Employment Transition Programme for Adults with Autism at Enabling Academy, Yayasan Gamuda

The case focuses on the Enabling Academy (EA) team within Yayasan Gamuda, the philanthropic arm of Malaysia-based Gamuda Berhad. Gamuda is recognized as one of the largest Malaysian infrastructure companies and has been acknowledged for its pioneering efforts in neurodiversity employment for white-collar positions in Malaysia. EA provided employment training, job matching and job coaching for adults with autism, aiming for sustainable employment. While the programme initially saw success, its outreach remained limited. Gamuda had a goal to disseminate its best practices and encourage other entities to integrate more individuals with autism into their workforce. The team needed to devise strategies for senior management. This case addresses significant issues related to responsible organizational practices, untapped human potential, neurodiversity employment frameworks, workplace diversity and inclusion, and sustainable human resource management. It illustrates the decision-making process of the EA team under the guidance of the company’s leadership. The framing of the case reflects EA’s non-profit status and its preference for a collectivist management approach.

Individual Placement and Support for persons with mental disorders and disability pension: Randomized controlled trial and follow up

IntroductionIndividual Placement and Support (IPS) is a supported employment method used for the vocational inclusion of individuals with mental disorders. There is vast evidence that IPS is effective for finding jobs. However, evidence concerning the applicability of IPS for persons with mental disorders receiving a disability pension and concerning the sustainability of IPS is scarce.ObjectivesThe aim of the studies included in this report was to a) control for the applicability of IPS for persons receiving a disability pension and b) to gain insight in the sustainability of IPS in this context.MethodsA randomized controlled trial with 250 participants was conducted. The participants in the intervention group received job coaching according to the IPS standard. Members of the control group received no organized support but were allowed to seek assistance on their own. The initial phase of the study lasted 24 month. Job coaching was delivered only in the first phase of the study and discontinued after 24 month. A follow up was performed six years after the start of the study to clarify the further course (number of employment relationships, degree of employment, duration of employment, salary).ResultsIn the first phase of the study, the overall dropout rate was 32%. 114 participants (46% of the original number of participants) took part in the follow-up survey. The intervention was superior to the control condition in the first phase. There were no significant differences between the groups in terms of number of employment relationships, degree of employment, length of employment, and salary in the follow up.ConclusionsThe effect of a clear superiority of the IPS intervention with regard to the number of employment relationships, which was measured during the originally planned duration of the study, was only slightly detectable six years after the start of the study and up to four years after the end of the intervention and was no longer statistically significant. This result underlines the importance of continuing job coaching for an unlimited period of time, as called for in the IPS concept, in order to perpetuate the positive effects such as finding and maintaining a job in the primary labor market.Disclosure of InterestNone Declared

Supported employment, quality of jobs and employment typicalness: The experience of the Engage to Change project.

Paid employment represents a challenge for people with an intellectual disability and/or autism. This paper analyses the quality of jobs offered by the Engage to Change project and their relationship to the 'typicalness' of the employment offered. Data on the quality of 384 paid jobs were collected, including hours worked and wages earned, and reported social integration at work. The typicalness of the employment experience was assessed for 141 young people, using the Index of Typicalness of Placement Questionnaire. The Engage to Change project offered a wide range of jobs. There is no difference in the typicalness of the employment experience in relation to the interactions in the workplace, but there are some differences in the recruitment process for men and women. Job coaches should make sure that, despite the procedures being 'atypical' for the workplace, the outcome is 'a typical employment experience' for each employee.

Good psychiatric management for borderline personality disorder: A qualitative study of its implementation in a supported employment team.

People with borderline personality disorder have difficulties with work. The Individual Placement and Support model has shown its worldwide effectiveness in terms of vocational rehabilitation for individuals with psychiatric disorders. However, only a few recent studies have explored its results for people with personality disorders, and the findings were mitigated. Additionally, Individual Placement and Support job coaches reported difficulties in supporting this population. An evidence-based psychotherapeutic method, also applicable in a case management context, called Good Psychiatric Management for borderline personality disorder, could potentially overcome these obstacles. This study aimed to evaluate the initial integration of Good Psychiatric Management in Individual Placement and Support practice. Individual Placement and Support practitioners of Lausanne University Hospital, Switzerland, were trained in Good Psychiatric Management in January 2022. Five of them participated in a focus group to collect their impressions about the training, and six were interviewed 9 months later to assess the initial adoption of Good Psychiatric Management into their practice. Thematic analyses were conducted. Job coaches were positive about this new tool. All of them found it useful and beneficial both for them and their patients. They were able to follow the main Good Psychiatric Management principles in their practice However, the findings also suggested some additional improvements in the implementation process. Integrating Good Psychiatric Management in Individual Placement and Support seems feasible, and the team who appreciated it adopted it. The method offers new perspectives in community support for people living with borderline personality disorder.

중증장애인직업재활지원사업 훈련지원인의 현장중심 직업훈련 지원경험에 관한 연구

This study focuses on experience of Job Coach in Occupational Rehabilitation Support Projects that is offered by the field at the Field-Centric Occupational Rehabilitation Centers. The purpose of the study is to present better support to field training customized for people with severe disabilities. For this purpose, the researchers employed qualitative case methodology, conducted an in-depth interview with 6 Job Coaches to collect data, and analyzed collected data through constant comparison and analysis. The findings were as follows: training assistants began their work with no previous experiences with the vocational training of people with severe disabilities, but they witnessed changes to trainees and felt rewarded through their experiences of supporting the trainees. During the training sessions implemented at the establishment where trainees would be employed, the Job Coach worked together with them by their side and supported them through repetitions and praises. The Job Coach put greater importance on sociality than vocational training and spent four hours from the start to the end of their daily work on inducing the trainees to engage in conversations or having educational talks on detailed topics such as manners, hygiene, attitude, and sexuality. They had a relationship of trust with trainees, a relation of cooperation with the participant workplaces, and a relation of mutual need with trainees’ caregivers, but their employment relationship with the employed agency was ambiguous, which raises a need for institutional and administrative supplementation. Finally, Job Coach had difficulties with excessive workload, poor benefits, unclear work boundaries, difficult recruitment of trainees, and unrealistic performance goals. These difficulties can be resolved by supporting the greater professionalism of training assistants, improving their benefits, and rearranging their identity and job assignment.

Leadership Mentoring and Entrepreneurial Development of Female-Owned Businesses in Rivers State

The oil that greases the wheel of every economy has been small businesses, making the development of entrepreneurship essential for economic prosperity. While the odds of small businesses succeeding is relatively low, some scholars have argued that this low success rate can be upturned through leadership mentoring. On the premise of this, this study elects to examine the effect of leadership mentoring on entrepreneurship development, focusing on female-owned businesses in Rivers State. To achieve this, the study, which was cross-sectional in nature, sampled 150 female entrepreneurs out of the population of 329 female entrepreneurs in Rivers State using the stratified random sampling method. For this analysis, the study used primary data sourced using a questionnaire which was designed in the Likert 5-point scale. Using the primary data, the study estimated the effect of leadership mentoring on entrepreneurship development and the moderating role of work-life integration using statistical tools, namely, mean, standard deviation, and Pearson moment product correlation method. Using these tools, the analyses indicate that leadership mentoring (indexed by emotional intelligence, career sponsoring, and job coaching) significantly enhanced entrepreneurship development (as measured using innovativeness, proactiveness, and risk taking). Also, the empirical results revealed that work-life integration significantly moderates the influence of leadership mentoring on entrepreneurship development. The study recommends that the Rivers State in partnership with the Port Harcourt Chambers of Commerce should carry out training programmes directed towards improving the Emotional intelligence of female entrepreneurs in Rivers State. The programme should be geared toward pioneering the skill of self-control, self-awareness and social awareness of female entrepreneurs in the State.

The impact of COVID-19 pandemic on jobs for people with intellectual disabilities and autism in Wales.

The study reports the impact of the Covid-19 pandemic and lockdowns on jobs for people with intellectual disabilities and autism. The study focuses on the impact of the first and the fire-break lockdowns and the actions taken to support young people. Data was collected from the cohort of young people currently working in Wales, and that received job coach support from the Engage to Change Project, on furlough arrangements, job retainment and job losses. Innovative initiatives to support young people are described. Review of the working situation during the pandemic was conducted for 184 jobs, evaluating the proportion of young people being furloughed or working remotely and compared with the general population in Wales. Supported employment agencies adapted their practice during the COVID-19 pandemic, offering new and innovative ways to support young people and facilitate their return to work.

Work-related participation impairments and support needs of patients in a Swiss psychiatric university hospital.

To assess work-related participation impairments and support needs of adult patients in inpatient and day-care treatment at a Swiss psychiatric university hospital. Cross-sectional survey on a department-dependent cut-off date in May and June 2022 using a standardized structured interview. Data were available for 93 patients (response rate 59%), of which 51% (n = 47) stated that they had a job or training place. Patients in first hospitalization and with a job or training place were approached significantly more often. Regardless of age and first hospitalization, 76% of the patients expressed a need for support, of which 92% expressed interest in job coaching. A total of 54% of the patients stated that they had received support from the treatment team. From the patients' point of view, work and education were not addressed by the treatment team across the board and independently of patient characteristics. The need for support was insufficiently met. There is a considerable interest for support programs through job coaching, and this offers opportunities to promote the inclusion of patients in the regular labor market.

Driving economic inclusion: Analyzing the participation of individuals with disabilities

The population with disabilities constitutes the largest minority group in the labour market, facing social and organizational barriers. The ambiguous nature of employment support provisions and the lack of unified vocational activation systems hinder their economic participation. This study reviews existing literature and examines the effectiveness of support programmes, and discusses the employment challenges faced by disabled individuals. The research emphasizes the need for coordinated national guidelines and highlights disparities across Central and Eastern European countries. The objective of this study was to analyze the economic activity of individuals with disabilities in micro, small, medium, and large enterprises in Poland. The study was conducted using the CAWI method (computer assisted web interview). The questionnaires were sent and completed online. The study found that individuals with severe disabilities may face greater challenges in accessing resources to support their own sole proprietorship (8.33%) in the labour market, compared to entrepreneurs with moderate (66.67%) and light (25%) disabilities. Furthermore, only 2.56% of individuals with physical disabilities are employed in micro-enterprises, with 32.08% being professionally inactive. This study identifies significant factors that contribute to the active participation of disabled individuals in the workforce, particularly in the Wielkopolska region, which was chosen as a case study. The results of the survey indicate a preference for enterprises without a high proportion of disabled employees. The factors influencing disabled individuals’ participation in the workforce include age, education, and professional activity. The improvement of the system should take into account company size, disability level, job assessment tools, and the use of job coaches. Incentives should not be based on disability status. The findings from this study have the capacity to inform about changes in SME job creation and enhance professional activity for people with disabilities.

Human Resource Development for Supported Employment in Malaysia: Verification of the Job Coach Training Program

Human Resource Development for Supported Employment in Malaysia: Verification of the Job Coach Training Program