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Intellectual disability (ID) is a neurodevelopmental condition characterized by deficits in intellectual and adaptive functioning that manifest during the developmental period. This condition encompasses challenges in reasoning, memory, problem-solving, and learning, accompanied by impairments in everyday life skills, such as communication, self-care, and social interactions. Intellectual disability affects approximately 1% of the population in the United States, impacting an estimated 5...
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Disability at Work: A Look Back and Forward.

Lisa Schur1, Kyongji Han2, Andrea Kim3

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|November 8, 2017
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Summary
This summary is machine-generated.

Employees with disabilities face significant employment barriers, including lower pay and job security, impacting their overall work life. Addressing these disparities requires targeted efforts from various stakeholders.

Keywords:
DisabilityJob characteristicsJob satisfactionOrganizational commitmentTurnover intention

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Area of Science:

  • Social Sciences
  • Disability Studies
  • Labor Economics

Background:

  • Employees with disabilities encounter substantial employment barriers and workplace disparities.
  • These disparities are often linked to employee attitudes and perceptions.
  • Understanding these connections is crucial for improving work life quality.

Purpose of the Study:

  • To present new evidence on employment barriers and workplace disparities for employees with disabilities.
  • To investigate the link between these disparities and employee attitudes.
  • To identify factors contributing to lower job satisfaction among employees with disabilities.

Main Methods:

  • Utilized the 2006 General Social Survey (GSS) data.
  • Employed a structural equation model to analyze the relationship between disability, workplace disparities, and attitudes.
  • Connected disability status to reported pay levels, job security, flexibility, management treatment, job satisfaction, organizational commitment, and turnover intention.

Main Results:

  • Employees with disabilities reported lower pay, job security, and flexibility compared to their non-disabled counterparts.
  • Negative treatment by management was more prevalent among employees with disabilities, leading to lower job satisfaction.
  • Job satisfaction was mediated by job security, flexibility, and perceptions of management and co-worker relations.

Conclusions:

  • People with disabilities experience significant employment disparities affecting income, security, and work life quality.
  • Technology can help reduce employment disparities, but targeted interventions are essential.
  • Government, employers, insurers, rehabilitation providers, and disability groups must collaborate to dismantle workplace barriers.