| Citation: |
Rose J., Saunders K., Hensel, E., & Kroese, B.S. (2005). Factors affecting the likelihood that people with intellectual disabilities will gain employment.
Journal of Intellectual Disabilities, 9
(1),
9-23.
|
| Title: |
Factors affecting the likelihood that people with intellectual disabilities will gain employment |
| Authors: |
Rose J., Saunders K., Hensel, E., & Kroese, B.S. |
| Year: |
2005 |
|
Journal/Publication:
|
Journal of Intellectual Disabilities |
| Publisher: |
Sage |
| DOI: |
https://doi.org/10.1177/1744629505049725
|
| Full text: |
http://journals.sagepub.com/doi/abs/10.1177/1744629505049725
|
| Peer-reviewed? |
Yes
|
| NIDILRR-funded? |
Not reported
|
|
Research design:
|
Case history review
|
| Background: |
People with intellectual disabilities have the lowest employment rates in society. (p. 9) There are many barriers both social and psychological that impact access to employment. |
|
Purpose:
|
The study's purpose was to identify factors that may affect "the likelihood that people with intellectual disabilities will find employment through a supported employment agency". (p 9) |
|
Setting:
|
The setting was a Supported Employment Agency in a a large British city. |
|
Study sample: |
The study sample was the files of 200 clients who had received services and most recently exited the agency. |
|
Intervention:
|
The intervention was Supported Employment services for individuals with intellectual disabilities. |
|
Data collection and analysis:
|
Routinely collected data was collected from the review of client records. Written descriptions of motivation when a client entered and left the agency were assessed and entered into a five-point motivation scale. |
|
Findings:
|
When clients entered services, motivations levels averaged 3.8 based on the scale developed by the researchers. The average motivation when leaving the agency was 2.88. Clients who found employment had motivation levels of 3 or above when leaving the agency. There was a "significant association between motivation and outcome, referrer and outcome, and punctuality and outcome". (p. 19) |
|
Conclusions:
|
The higher the initial motivation, the more likely the client was to gain employment. |
