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Formal Versus Self-Identified Neurodivergence: A Comparative Study in Work Environments.

Jan van Rijswijk1, Petru Lucian Curșeu1,2

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|April 26, 2025
PubMed
Summary
This summary is machine-generated.

Self-identification of neurodivergence effectively predicts cognitive differences, complementing formal diagnoses. In organizational research, it sufficiently captures neurodivergence-related cognitive variations.

Keywords:
cognitive stylesdecision-making stylesneurodivergencerationalityself-awarenessself-identification

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Area of Science:

  • Cognitive Psychology
  • Organizational Behavior
  • Neurodiversity Research

Background:

  • Formal diagnoses of neurodivergence are established, but their predictive power for cognitive differences in organizational settings can be enhanced.
  • Understanding the cognitive profiles associated with various neurodivergent conditions is crucial for workplace inclusivity and productivity.

Purpose of the Study:

  • To evaluate the added value of self-identified neurodivergence alongside formal diagnoses in predicting cognitive variations.
  • To explore the sufficiency of self-identification for capturing cognitive differences in empirical organizational research.

Main Methods:

  • Data were collected from 357 neurodivergent and neurotypical employees across 19 organizations in seven industries.
  • Statistical analysis was employed to compare cognitive profiles based on formal diagnoses and self-identification of neurodivergence.

Main Results:

  • Findings align with previous research, indicating systematic information processing in highly gifted and autistic employees, and decision impulsiveness in those with attention-deficit/hyperactivity disorder (ADHD) and attention-deficit disorder (ADD).
  • Distinct cognitive profiles were observed for dyslexia and dyscalculia, supporting prior studies.
  • Self-identified neurodivergence significantly enhanced the predictive value of formal diagnoses for cognitive differences.

Conclusions:

  • Self-identified neurodivergence is a valuable and sufficient metric for capturing cognitive differentiation related to neurodivergence in organizational research.
  • Integrating self-identification practices can improve the accuracy and inclusivity of studies on neurodivergent employees.