Elinda Ai Lim Lee: Applying the job demands-resource model to support autistic employees in ... скачать в хорошем качестве

Elinda Ai Lim Lee: Applying the job demands-resource model to support autistic employees in ...

Applying the job demands-resource model to support autistic employees in flexible working arrangements E.A.L. Lee1,2, J.A. Carpini3, M.T Tomczak4, T. Picen1,2, T. Tan5,2, B. Vinci2, S. Bölte6,2, S. Girdler1,2 1Curtin University, School of Allied Health, Perth, Australia, 2Curtin University, Curtin Autism Research Group, Perth, Australia, 3University of Western Australia, Business School, Management and Organisations, Perth, Australia, 4Gdańsk University of Technology, Faculty of Management and Economics, Gdańsk, Poland, 5Curtin University, School of Electrical Engineering, Computing and Mathematical Sciences, Perth, Australia, 6Karolinska Institutet, Center of Neurodevelopmental Disorders (KIND), Center for Pyschiatry Research, Department of Women's and Children's Health, Stockholm, Sweden Trigger warning: No Trigger Warning Practical impact: Our framework can serve as a guide for employers in implementing the necessary adjustments and supports tailored towards the needs of autistic employees creating a more inclusive environment. Autistic employees can also make necessary adjustments at personal level to work effectively. Our framework offers practical tools and insights to help managers, employees, and stakeholders promote greater inclusion of autistic workers in the workplace. Advances in digital technology and the growing support for neurodiversity have resulted in more autistic employees with flexible working arrangements such as working from home with flexible work hours. However, there is limited research examining how these arrangements can help autistic people who work in this way. This study used the Job Demands and Resources (JD-R) model to identify the important factors for improving flexible working arrangements for autistic employees. We used a qualitative approach conducting interviews with autistic employees and line managers of autistic workers in flexible working arrangements. In total, there were 18 participants. We analysed our data using thematic analysis and framed the findings using the Job Demands and Resources (JD-R) model to identify the important factors related to the job and personal resources (supports) and demands (challenges). For job resources, we found social resources, work resources and organisation resources, while personal resources included psychological resources and other resources. Job demands included social demands, mental demands, technology demands, management style and interpersonal conflicts, while personal demands included cognitive demands, psychological demands, interpersonal demands and external demands. Subthemes were identified under each resource and demand. Our framework helps employers make adjustments to support autistic employees’ needs, creating an inclusive work environment. It also helps autistic employees to make personal adjustments to work more effectively in flexible working arrangements settings.