Individuals with autism spectrum disorder (ASD) are faced with significant barriers relating to employment opportunities and workplace participation. This study evaluated the effectiveness of the ...Walker social skills curriculum: the ACCESS program and video modeling to increase social communication skills necessary for workplace inclusion. Participants attended two sessions (i.e., 3 h) per week across a period of 20 weeks. A multiple-probe design was used to demonstrate social skills outcomes across three broad curricular areas (i.e., peer-related, adult-related, and self-related social skills). Pre-and post-intervention standardized assessments were also taken. Results showed significant increases in target social skills and a significant decrease in problem behaviors following intervention. Evidence of maintenance and generalization were also demonstrated. Implications for practice and research are discussed.
Using latent profile analyses, the current work investigated levels of adverse childhood experiences, symptoms of anxiety and depression and 3 dimensions of relational promotive factors) to identify ...resilience profiles in a large general population sample (N = 161,622, mean age = 53.02; SD = 17.80; 56.1% females). We then used the same method to identify the resilience profiles of military veterans (N = 386, mean age = 43.47; SD = 10.08; 9.8% females), all of whom had served in Afghanistan. A four‐profile‐solution was the best fitting for the general population (High resilient 30%, Moderate resilient 13%, Low resilient 53%, Work/social‐based resilience 4%), while a three‐profile‐solution had the best fit in the veteran cohort (Family‐based resilience 28%, Work/social‐based resilience 62%, Hardy loners 10%). To ground the identified profiles in occupational function, we also checked how they predicted reports of sleep difficulties, job demand and job control. Despite both samples inhabiting a geographic region known for high socioeconomic similarity among residents, we found marked differences in profile‐solutions between the military veterans and the general population. Our findings suggests that resilience profiles are highly influenced by cohort characteristics and the specific resources needed to manage a given stressor load. Accordingly, the generalisability of specific protective factors may be low across distinct cohorts, and reliable findings need to be obtained in specific populations as defined by stressor context, sample characteristics, and relevant outcomes.
Autistic people experience disparities in employment which may be exacerbated for individuals in skilled employment. Little is known about the experiences of autistic people in skilled employment or ...how they define success. We used a community-based participatory research approach to conduct a thematic analysis with an inductive approach at a semantic level through a critical realist paradigm. We interviewed 45 autistic people with skilled training, 11 supervisors, and 8 key informants. We purposively sampled to maximize variation. We addressed trustworthiness through multiple coders and peer debriefing. Common themes included high stakes of disclosure, unconventional pathways to careers, disconnects with service and support systems, mental health challenges from trauma/burnout, autistic advantages in the workplace, and complex dimensions of discrimination. Participants defined success as opportunities for growth, work/life balance, financial independence, sense of community, and feeling valued, accepted, and like their work had meaning. Strategies to facilitate success suggested a multi-faceted and wholistic approach including attention to the role of supervisors. Our findings suggest a highly customizable, systems-focused, multifaceted approach to autism employment intervention could be useful in improving skilled employment outcomes. We recommend further work particularly in the areas of disclosure and destigmatizing disability in the workplace.
Lay abstract
Autistic people are less likely to be employed than the general population. Autistic people with skilled training (e.g. training for jobs in acting, plumbing, science, or social work) might be even less likely to get a good job in their field. Little is known about the experiences of autistic people in skilled employment or what employment success means to them. We interviewed 45 autistic people with skilled training in a wide range of fields, 11 job supervisors, and 8 topic experts. We asked them about their experiences, what they felt helped them to be successful at work, and what employment success means to them. Participants talked about the high stakes of disclosure, taking unconventional pathways to careers, disconnects with service and support systems, mental health challenges from trauma and burnout, the autistic advantages in the workplace, and complex dimensions of discrimination. Participants said success meant opportunities for growth, good work/life balance, financial independence, sense of community, and feeling valued, accepted, and like their work had meaning. Things that helped them be successful included flexible, accepting workplaces, supportive and respectful supervisors, and direct communication. What we learned suggests that an individualized, wholistic approach to autism employment intervention that considers both employers and employees and employee mental health could be useful. We also recommend more research into disclosure and destigmatizing disability at work.
This study supplements the existing conceptualisation of skills mismatch based on cognitive evaluations (being underskilled or overskilled) with an affective aspect that captures how workers cope ...with skills (mis)match situations (feeling overchallenged or underchallenged) and an analysis of skills mismatch situations’ influence on job satisfaction of workers with higher education (HE) and vocational education and training (VET). Using the German BIBB/BAuA Employment Survey 2018, the results indicated that underskilling by itself was not negatively associated with job satisfaction; however, underskilling in combination with feeling overchallenged exerted a significant negative influence on job satisfaction. This corroborates the approach of differentiating challenging (i.e. non-detrimental) jobs from overchallenging jobs. Overskilling was associated with penalties regarding job satisfaction, whereas overskilling in combination with underchallenging jobs produced a remarkably larger negative impact on job satisfaction. Moreover, overskilled HE workers received larger penalties regarding job satisfaction than those received by overskilled VET workers.
Do employers prioritize university prestige above an applicant's skills in the hiring process? To distinguish between the effect of human capital in the hiring process from the effect of the name of ...the graduating university-while controlling for networking effects-2,400 fictitious applications were submitted to IT and accounting jobs in the US, UK, and Australia. The resumes belonged to fictitious citizens, both female and male. For each sector of the labor market, two resumes were designed. One resume had a high skills match with the generic requirements of entry level jobs in each sector. A second resume had a low skills match with the same requirements. For each country, one high-ranked university and one non-high-ranked university were selected to signal prestige. The name of the graduating university and the sex of the applicant were randomly assigned on otherwise identical resumes. High skills match applications were 79 percent more likely to receive a callback than low skills match applications. University prestige and sex were not statistically significant predictors of callbacks. These findings suggest that human capital, and not university prestige, predicts callback outcomes in skill intensive sectors of the labor market for entry-level applicants with a bachelor's degree.
2013 yılında yayın hayatına başlayan İşletme Bilimi Dergisi / Journal of Business Science (JOBS) Sakarya Üniversitesi İşletme Fakültesi Dekanı Prof. Dr. Gültekin YILDIZ tarafından kurulmuştur. ...Kurulduğu dönem JOBS yılda iki kere yayınlanmaktaydı. Ancak JOBS’a artan ilgi ve buna bağlı olarak artan makale başvurusu ile birlikte JOBS 2017 yılından itibaren yılda üç sayı yayınlamaya başlamıştır.
Until 2010 Tunisia appeared to be doing well and was heralded by the World Bank and the IMF as a role model for other developing countries, and the World Economic Forum repeatedly ranked Tunisia as ...the most competitive economy in Africa. Yet, the Tunisian model had serious flaws. Inadequate creation of jobs, notably for university graduates, and deep regional disparities were a source of increasing frustration across the country in the run up to the January 2011 Revolution. This development policy review shows that, in contrast to the façade often presented by the former regime, Tunisia's economic environment was and remains deeply deficient. The review highlights an economy that has remained frozen in low-value added activities and where firms are stagnating in terms of productivity and jobs creation. The review argues that Tunisian prosperity has been held back by policies that have reduced the country s overall economic performance. This poor performance results from extensive barriers to entry and market restrictions coupled with a heavy business regulations and a poorly functioning financial system, have resulted in economic stagnation. Economic policies have exacerbated cronyism and rent-seeking, allowing under-performing firms to survive, regardless of their productivity. in order to fulfill its economic potential, Tunisia needs to create a level playing field by opening up the economy and removing Tunisia's three dualisms, namely the onshore-offshore division, the dichotomy between the coast and the interior, and the segmentation of the labor market. A strong social policy is also necessary, of course, and should be designed to accompany private sector-led growth. Tunisia can capitalize on a strong competitive advantage to export wage-intensive goods, expand its export of services, and unleash the potential of agriculture, to the benefit of small businesses, young graduates, and farmers in Tunisia's long-neglected interior regions. Realizing these benefits will require improving the investment climate, rationalizing regulations, and developing more equitable development policies that benefit all of Tunisia's regions. The Unfinished Revolution is a challenge for policymakers to rethink Tunisia's economic development model, to question existing assumptions, and to dare to think big about policy reforms which can accelerate growth and shared prosperity, create quality jobs and promote regional development.
Precarious employment is considered a social determinant impacting the health of workers, families and communities. The Academy is known to utilise non-standard employment contracts, coming under ...widespread criticism from its social partners for exploitative practices. Whilst there is much research suggesting certain groups (e.g. early career researchers, women) are disproportionately affected, less is known about the impact of precarious employment on staff of colour. Utilising a critical race theory framework, the current study attempts to close this knowledge gap by exploring the experiences of staff of colour. Eighteen participants across 10 universities engaged in focus groups, revealing three key themes: systemic racism, job insecurity and lack of career progression. Whilst results supported existing research, limitations of the current study are discussed. Recommendations for future practice include a call for legislators and policymakers to create clearer definitions and to better standardise rights and benefits across standard and non-standard employment practices.
As the scale of the geo-distributed cloud increases and the workflow applications become more complex, the system operation is more likely to cause the waste of resources and excessive energy ...consumption. In this paper, a workflow job scheduling algorithm based on load balancing is proposed to efficiently utilize cloud resources. Firstly, the execution time of the jobs on the cloud is estimated based on the state of the cloud. Then, a queuing model is established for each cloud to minimize the total response time of the system. Finally, the job scheduling problem in a geo-distributed cloud can be transformed into the minimum system response time problem. Moreover, a workflow task scheduling algorithm based on the shortest path algorithm is proposed to minimize all task completion time and energy consumption. Firstly, the directed acyclic graph (DAG) of the tasks can be converted into the hypergraph according to the execution order of the tasks. Then, the k-path hypergraph partition is performed with the balance of the hypergraph. Finally, the Dijkstra shortest path algorithm is used to find the optimal task scheduling strategy which is performed on each hypergraph partition. The experimental results indicate that our proposed workflow scheduling method can effectively utilize cloud resources and reduce system energy consumption. Moreover, the applicability of the proposed effective scheduling strategy is shown in the scenarios of new media live video application.
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•Using 78-million-trip bus smart card data (SCD) of Beijing.•Setting rules from household travel survey for mining SCD.•Evaluating and visualizing bus commuting patterns of ...Beijing.•Analyzing commuting patterns of typical residence communities and business zones.
Location Based Services (LBS) provide a new perspective for spatiotemporally analyzing dynamic urban systems. Research has investigated urban dynamics using LBS. However, less attention has been paid to the analysis of urban structure (especially commuting pattern) using smart card data (SCD), which are widely available in most large cities in China, and even in the world. This paper combines bus SCD for a one-week period with a oneday household travel survey, as well as a parcel-level land use map to identify job–housing locations and commuting trip routes in Beijing. Two data forms are proposed, one for jobs–housing identification and the other for commuting trip route identification. The results of the identification are aggregated in the bus stop and traffic analysis zone (TAZ) scales, respectively. Particularly, commuting trips from three typical residential communities to six main business zones are mapped and compared to analyze commuting patterns in Beijing. The identified commuting trips are validated by comparison with those from the survey in terms of commuting time and distance, and the positive validation results prove the applicability of our approach. Our experiment, as a first step toward enriching LBS data using conventional survey and urban GIS data, can obtain solid identification results based on rules extracted from existing surveys or censuses.
![“[I] don’t wanna just be li...](http://api.summon.serialssolutions.com/2.0.0/image/issn/XR4PS5YY4K/1362-3613_1461-7005/small "“[I] don’t wanna just be like a cog in the machine”: Narratives of autism and skilled employment")
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