Richard T. Roessler

Measuring Return to Work

Background It is argued that one of the factors limiting the understanding of return to work (RTW) following work disability is the use of measurement tools that do not capture a complete picture of workers’ RTW experiences. To facilitate the investigation of RTW, the current authors proposed a developmental conceptualization of RTW, which argues for an expanded awareness that encompasses four phases: off work, work reintegration, work maintenance and advancement. This paper reports on work undertaken with the aim of operationalizing the conceptualization. Methods A review of the RTW and related literature, with databases searched including PubMed, EconLit, and PsycInfo. We began by extracting details of RTW instruments used by previous researchers. We then interpreted these within the context of the phases of RTW. Using the International Classification of Functioning, Disability, and Health (ICF) to inform our thinking and coding structure, we conceptualized phase-based RTW outcomes and categorized them as ‘tasks and actions’, ‘contextual’ or ‘process driven’. Iteratively, we reviewed existing instruments for their use as measures of RTW. Where gaps in instrumentation were found, the wider vocational and career assessment literature was searched for instruments that could be adapted for use in RTW research. Results indicate that, although numerous research instruments have been used to assess RTW, within the scientific literature some important dimensions of RTW lack instrumentation. In particular, we found that outcomes such as goal setting, motivation, expectation, job seeking, work maintenance, and career advancement require operationalization. Amongst the outcomes had been operationalized, we found considerable variation in conceptual development and application. Conclusions The lack of consistency and comprehensiveness of RTW measurement is one of the factors compromising the advancement of the field of RTW research. It is suggested that a more complete and psychometrically sound array of research instruments, grounded within a commonly adopted paradigm, would further the understanding of RTW and the factors affecting it.

Predictors of Employment Status for People with Multiple Sclerosis.

This study examined the relevance of the disease-and-demographics model for explaining the employment outcomes of adults with multiple sclerosis (MS). Participating in a national survey of their employment concerns, 1,310 adults with MS provided data for the study (274 men, 21%; 1,020 women, 78%; 16 participants did not identify their gender). With an average age of 50 (SD = 12.14), most of the respondents were White (92%), well educated (97% were high school graduates, 40% were college graduates), and residing in urban and suburban areas (74%). Results from a backward stepwise multiple logistic regression analysis included the following variables as best predictors of employment status: educational attainment, severity of symptoms, persistence of symptoms, and presence of cognitive impairment/dysfunction (R 2 = .23). The article discusses the relationship of the findings to psychosocial and career development models in rehabilitation and to training, educational, accommodation planning, and cognitive interventions.

Determinants of Employment Status among People with Multiple Sclerosis.

This study identified factors predicting employment or lack thereof among adults with multiple sclerosis (MS). Data for the analysis were provided by 139 individuals with MS who were considered available for the workforce (i.e., were no older than 62 and did not declare themselves retired). Results from a backward, stepwise multiple logistic regression analysis included the following variables as the best predictors of employment: symptom persistence, severity of symptoms, educational attainment, and presence of cognitive limitations. The relevance of the findings for rehabilitation assessment and intervention strategies is discussed.

Factors Affecting Employment Success and Quality of Life: A One Year Follow-up of Students in Special Education

The LCCE Employability Enhancement Project is funded through the U.S. Office of Special Education Programs. Contact Donn Brolin for reprints of the article at 111 Townsend Hall, University of Missouri-Columbia 65211. IN A RECENT EVALUATION of special education (Louis Harris & Associates, 1989), parents and educators registered dissatisfaction with the extent to which schools prepare students with disabilities for work or post-secondary education. More than 80 % of the parents and educators surveyed stressed the need to improve transition planning and support for youth with disabilities. Reasons for concern include the fact that the majority of students with special education training are unemployed or underemployed. If employed, they are working in secondary labor market positions with few benefits and advantages. Most students continue to live with their parents and are not receiving assistance from social or rehabilita-

Predictors of Career Exploration Intentions: A Social Cognitive Career Theory Perspective

Failure of young people with disabilities to engage in career exploratory behavior contributes to their difficulties in transitioning into adult career roles. Social cognitive career theorys task performance model and career constructs were examined with 77 special education students diagnosed with learning disabilities and 99 general education students. A backward regression revealed that career decision self-efficacy and career outcome expectations were key predictors of career exploratory intentions in both groups. Implications for the development of a career assessment battery and intervention are presented.

Improving Job Tenure Outcomes for People with Disabilities: The 3M Model.

The need for job retention services in rehabilitation is clearly indicated in statistics on unemployment and job loss rates for people with disabilities. In this article, information is provided on a three-part job retention model (the 3M model) containing the constructs of match, maturity, and mastery. The thesis of the article is that individuals with disabilities are more likely to retain employment when rehabilitation counselors provide retention services compatible with the 3Ms. Counselors can help people with disabilities (a) establish the prerequisite job—person match, (b) meet career maturity challenges, and (c) demonstrate mastery of novel workplace problems.

Workplace Discrimination Outcomes and Their Predictive Factors for Adults with Multiple Sclerosis.

Because employment is a significant predictor of the quality of life of people with disabilities (Rumrill, Roessler, & Fitzgerald, 2004; Viermo & Krause, 1998), discrimination in the workplace that interferes with successful job acquisition or retention is a serious matter. Unfortunately, this type of discrimination is all too prevalent. In a survey conducted by the National Organization on Disability (National Organization on Disability, 2004), one in five employed individuals with disabilities reported that they experienced discrimination in their efforts to work. This finding of one in five workers with disabilities translates into substantial numbers of Americans who do not have fair access to employment opportunities. For example, estimates based on data from the U.S. Census Bureau (Head & Baker, 2005) indicate that approximately 50 million Americans of workforce age have disabilities.

Improving career re-entry outcomes for people with multiple sclerosis: a comparison of two approaches

The article presents findings from a career re-entry project for people with multiple sclerosis (MS). The effects of two job placement strategies on accommodation self-efficacy, employability maturity and employment status were compared. At a 16-week follow-up, 11 of the 37 participants (all of whom were unemployed at the inception of the project) had re-entered the labor force, an outcome that compares favorably with the 25% nationwide employment rate reported by people with MS.

Disability as a Diversity Factor: Implications for Human Resource Practices

Based on important findings from the four investigations in this special issue, this article discusses strategies that Human Resource Development (HRD) and Human Resource Management (HRM) personnel can use to minimize the unlawful termination of employees with disabilities and thereby preserve the diversity they bring to the workforce. HRD and HRM practitioners are constantly faced with the challenges of managing diversity given the rationale that a diverse workforce is more productive and more representative of the American population (Selden & Selden, 2001). Lack of awareness of the various forms of disability and of diversity management skills—key skills a good HRD practitioner ought to have—often results in conflict and mistrust, all of which can lead to failure to achieve individual, process, and organizational performance goals (Kochan et al., 2002). Diversity management, therefore, must take into consideration the various forms of disability—physical (mobility impairment and chronic illness), sensory (visual and hearing impairment), cognitive (mental retardation and learning disability), and emotional (depression and other psychological conditions)—as they interact with different (a) workplace demands and tasks; (b) attitudes and expectations of employers and coworkers; and (c) perceptions of people with disabilities themselves. To manage disability as a diversity issue, it is imperative that HRD and HRM practitioners, employees, management, and organizational leaders understand the meaning of disability as a diversity factor in the workplace and the potential impact of disability on critical HRM and HRD practices related to job retention and termination.

Hiring discrimination against people with disabilities under the ADA: characteristics of charging parties.

Introduction This article describes findings from a causal comparative study of the characteristics of Charging Parties who filed allegations of Hiring discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005. Methods Charging Party Characteristics derived from 19,527 closed Hiring allegations are compared and contrasted to 259,680 closed allegations aggregated from six other prevalent forms of discrimination including Discharge and Constructive Discharge, Reasonable Accommodation, Disability Harassment and Intimidation, and Terms and Conditions of Employment. Tests of Proportion distributed as chi-square are used to form comparisons along a variety of factors including age, gender, impairment, and ethnicity. Results Most allegations of ADA job discrimination fall into the realm of job retention and career advancement as opposed to job acquisition. Hiring allegations, however, tend to be filed by Charging Parties who are disproportionately male, younger or older applicants, white, and coping with physical or sensory disabilities. Conclusion Prevailing theories about stigma suggest that negative attitudes are more prevalent toward persons with behavioral disabilities. However, this study provides clear evidence that one behavioral manifestation of negative attitudes, Hiring discrimination, is more often directed at persons with physical or sensory impairments. More outreach regarding ADA rights appears indicated for individuals who share the aforementioned characteristics.