Measuring the Virtues and Character Traits of Rehabilitation Clients: The Adapted Inventory of Virtues and Strengths.

PURPOSE: To develop the Adapted Inventory of Virtues and Strengths (AIVS), a measure of rehabilitation clients' virtues and character traits. METHODS: Test items were devised through a multi-step procedure, and exploratory factor analysis was employed to derive the factor structure of the AIVS. Item-total correlation and internal consistency (Cronbach's α) were examined to test reliability of the AIVS. RESULTS: AIVS subscales include Emotional Transcendence, Practical Wisdom, Integrity, Courage, and Commitment to Action. Construct validity of this measure was evaluated by correlating AIVS factors with measures of resilience, life satisfaction, and four types of well-being: physical, psychological, financial, and family and social well-being. AIVS subscales of Emotional Transcendence and Commitment to Action were moderately correlated with life satisfaction and three well-being areas, including family and social, physical, and psychological life. Most of the correlation coefficients between AIVS Practical Wisdom, Courage and Integrity factors and measures of life satisfaction and well-being fell below r = .3. However, greater correlations were found between all AIVS factors and resilience. Reliability information was examined through internal consistency (coefficient alpha) for each AIVS subscale, as well as examination of item-total correlation analysis within each subscale. Internal consistency estimates for AIVS subscales ranged from .77 to .84. CONCLUSION: The AIVS is a reliable measure when used with the studied sample; implications for studying virtue and character strengths in rehabilitation, as well as potential for clinical use of the AIVS, are addressed.

Development and Validation of a Clinical Prediction Rule of the Return-to-Work Status of Injured Employees in Minnesota.

PURPOSE: Vocational rehabilitation services can be a valuable resource to injured employees at risk for sustaining permanent disability. The aim of this study was to develop and validate a predictive model of return-to-work (RTW) status at workers' compensation claim closure that may assist rehabilitation counselors tasked with determining how to allocate such services. METHODS: A cross-sectional, retrospective study was conducted using data obtained from 15,372 workers' compensation claims in Minnesota's administrative claims database. The association between a set of 15 predictor variables representing medical and contextual factors and the RTW status as of claim closure of the accessible population was assessed using backward stepwise logistic regression. The most parsimonious set of variables that reliably predicted the outcome was selected as the optimal RTW model. This model was then internally validated via a split-dataset approach. RESULTS: Risk factors for failure to RTW by claim closure include the following: (1) attorney involvement; (2) higher level of permanent impairment (PI); (3) shorter job tenure; (4) lower pre-injury average weekly wage (AWW); (5) injury affecting the head and neck or the back; and (6) lower level of educational attainment. The optimal RTW model included four main effects (attorney involvement; severity of PI; age; job tenure) and three first-order interaction effects (pre-injury AWW × pre-injury industry; attorney involvement × severity of PI; attorney involvement × job tenure). When applied to the full dataset, the overall classification rate was 74.7%. CONCLUSIONS: This study's optimal RTW model offers further support for evaluating disability from a biopsychosocial perspective. Given the model's performance, it may be of value to those assessing rehabilitation potential within Minnesota's, and possibly other, workers' compensation system(s).

ADA perceived disability claims: a decision-tree analysis.

INTRODUCTION: The purpose of this study is to examine the possible interactions of predictor variables pertaining to perceived disability claims contained in a large governmental database. Specifically, it is a retrospective analysis of US Equal Employment Opportunity Commission (EEOC) data for the entire population of workplace discrimination claims based on the "regarded as disabled" prong of the Americans with Disabilities Act (ADA) definition of disability. METHODS: The study utilized records extracted from a "master database" of over two million charges of workplace discrimination in the Integrated Mission System of the EEOC. This database includes all ADA-related discrimination allegations filed from July 26, 1992 through December 31, 2008. Chi squared automatic interaction detection (CHAID) was employed to analyze interaction effects of relevant variables, such as issue (grievance) and industry type. The research question addressed by CHAID is: What combination of factors are associated with merit outcomes for people making ADA EEOC allegations who are "regarded as" having disabilities? RESULTS: The CHAID analysis shows how merit outcome is predicted by the interaction of relevant variables. Issue was found to be the most prominent variable in determining merit outcome, followed by industry type, but the picture is made more complex by qualifications regarding age and race data. Although discharge was the most frequent grievance among charging parties in the perceived disability group, its merit outcome was significantly less than that for the leading factor of hiring.

Workplace discrimination and autism spectrum disorders: The National EEOC Americans with Disabilities Act Research project.

Using the Integrated Mission System of the Equal Employment Opportunity Commission (EEOC), the employment discrimination experience of Americans with autism spectrum disorders (ASDs) is documented for Title I of the Americans with Disabilities Act. The researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of complaint) alleged to occur; and the legal outcome or resolution of these complaints. Researchers compare and contrast these key dimensions of workplace discrimination involving individuals with ASDs and persons with other physical, sensory, and neurological impairments. Researchers also attempt to discern whether or not the resolutions of the ASD charges can be predicted using the variables available for analysis. The comparative findings of this study indicate that individuals with ASDs were more likely to make charges of discrimination against Retail industry employers. Persons with ASDs were also more likely to make charges of discrimination when they were younger, male, and/or of Native American/Alaskan Native ethnicity. The predictive findings of this study indicate that the odds of ASD charges resulting in meritorious resolution (i.e., discrimination determined by the EEOC to have occurred) increase when the discrimination was encountered in Service industries and by larger employers. Implications for policy, advocacy and further research efforts are addressed.

Transitions related to infection with human immunodeficiency virus (HIV).

Discovery of one's human immunodeficiency virus (HIV) infection, or receiving a diagnosis of acquired immune deficiency syndrome (AIDS), sets in motion a variety of transitions for individuals. Transitions may be characterized by changes in identity or role, changes in physical capacity and functioning, changes in outlook, changes in relationships, changes in routine, etc. Workplaces also face transitions to deal with increasing numbers of workers who are infected with HIV. A model for vocational rehabilitation counselors to assist individuals living with HIV infection in adjusting to their transitions is presented, and resources for providing informational support of individuals and organizations are described.