Demographic Covariates, Vocational Rehabilitation Services, and Employment Outcomes of Working-Age Adults with Anxiety Disorders: A Multivariate Logistic Regression Analysis.

PURPOSE: This study aimed to investigate the relationships between demographic covariates, vocational rehabilitation (VR) services, and employment outcomes of individuals with anxiety disorders. The specific research question for the current study investigate demographic variables and vocational rehabilitation services as predictors of competitive employment outcomes. METHODS: Data for the present study were extracted from the most recent United States Rehabilitation Service Administration 2018 Case Service Report (RSA-911) data. A purposeful selection, multivariate logistic regression analysis was conducted to examine the case service report data of 9266 individuals with anxiety disorders who received vocational rehabilitation services based on their demographic variables and receipt of VR services. RESULTS: The results indicated that African Americans and Latinx, people who have completed high school or more, people who do not receive disability-related benefits, and those who received more vocational rehabilitation services were more likely to be gainfully employed. In addition, receipt of financial support for life crises and occupational credentials (i.e., other services and maintenance services) and vocational rehabilitation counseling and guidance services were significant predictors of employment outcomes. Conversely, receipt of supported employment and transition services were negatively associated with employment outcome. CONCLUSIONS: In the present study, we identified VR services that can improve and risk factors that can impede employment outcomes of people with anxiety disorders. We also identified medical, psychosocial, and vocational interventions that can lessen the effect of anxiety disorders on physical and mental health functioning.

Measuring COVID-19 vaccine hesitancy among college students with disabilities: Sociodemographic and psychological correlates of COVID-19 vaccine hesitancy.

Objective: The purpose of the study was to explore characteristics of vaccine hesitancy and behaviors among college students with disabilities. Participants and Methods: Participants consisted of 105 college students with disabilities (Mage=26.82, SD = 8.42), and a majority of participants were female (69.5%) and Hispanic (85%). Results: No demographic differences were observed in vaccine hesitancy scores in this sample. Those who do not know where to get reliable information about COVID-19 vaccination had higher scores on vaccine hesitancy than those who know how to obtain reliable information; and participants who had a negative experience with a previous vaccination also had higher scores of vaccine hesitancy. Additionally, findings demonstrated COVID-19 vaccine hesitancy scores were negatively associated with openness to experience personality trait and COVID-19-related perceived stress. Conclusions: Implications provide additional insight into factors associated with vaccine hesitancy among college students with disabilities.

Company Characteristics, Disability Inclusion Practices, and Employment of People with Disabilities in the Post COVID-19 Job Economy: A Cross Sectional Survey Study.

Purpose In the post coronavirus disease 2019 (COVID-19) recession economy, rehabilitation counselors, transition specialists, and other disability service providers must redouble their efforts to connect with employers to create employment opportunities for people with physical and mental impairments. The purpose of the present study was to investigate company characteristics and effective disability inclusion practices that are related to employment of people with disabilities. Methods Four hundred sixty-six employers completed a demographic questionnaire and the Disability Inclusion Profiler. Results Results indicated company characteristics and disability practices were positively related to employment of people with disabilities. Conclusions Findings of the present study can be used by transition specialists, rehabilitation counselors, and other disability service providers to engage and connect with employers to increase employment opportunity for people with disabilities in the post COVID-19 economy. Future research and practice implications are provided.

Community participation and public transportation barriers experienced by people with disabilities.

Background: Barriers to public transportation quickly impact the ability of people with disabilities to fully experience their community.Objective: A national survey of people with disabilities was conducted to understand the barriers and supports to accessing public transportation and the impact on community participation.Method: A total of 1748 respondents responded to a web-based survey investigating the accessibility of public transportation. Results present frequency of barriers to public transportation and group differences using Pearson's chi-square technique and Mann-Whitney U tests.Results: A majority of respondents experienced difficulties accessing public transportation, and community activities that do not occur on a regular schedule are more affected by problems with public transportation. Individuals with blindness or low vision, psychiatric disabilities, chronic health conditions, or multiple disabilities experienced more problems using public transportation for community participation, along with participants who were female, Hispanic, Latino/Latina, or Spanish origin.Limitations: Survey distribution was convenience-based, which may have affected participation of certain disability groups, cultural groups, and/or those without computer access, and interpretations cannot be made regarding predictive or casual relationships.Conclusions: Significant challenges face individuals with disabilities as they use public transportation, and certain disability groups are more severely impacted by these problems.Implications for RehabilitationCertain disability groups experience more severe problems with public transportation, as compared to other groups.Public policy advocacy and actions related to public transportation must prioritise individuals with disabilities who experience significantly more problems.Problems using public transportation for spontaneous activities pose increased problems for individuals with disabilities, and steps (i.e., extended hours or alternative transportation options) must be taken to overcome this barrier.

Testing an integrated self-determined work motivation model for people with disabilities: A path analysis.

OBJECTIVE: Individuals with disabilities are more likely to live in poverty, have more health issues, and be less likely to be employed than their same-aged peers. Although these issues may be attenuated by vocational rehabilitation services, amotivation and ambivalence to employment can limit the readiness of persons with disabilities to engage in these services. Drawing on self-efficacy, self-determination, and stages of change theories, the purpose of this study was to develop and test an integrated self-determined work motivation model for people with disabilities. METHOD: Participants included 277 people with disabilities recruited through vocational rehabilitation agencies across 8 states. Path analysis was used to evaluate the contribution of functional disability, self-determination, and social efficacy variables in a hypothesized integrated self-determined work motivation model. Model estimations used maximum likelihood estimation and model-data fit was examined using several goodness-of-fit indices. RESULTS: The initial path analysis indicated a less than optimal fit between the model and the observed data. Post hoc model modifications were conducted based on examination of the critical ratios and modification indices and theoretical consideration. The respecified integrated self-determined work motivation model fit the data very well, χ²ldf = 1.88, CFI = .99, and RMSEA = 0.056. The R2 for the endogenous variables in the model ranged from .19 to .54. CONCLUSIONS: Findings from this study support the integrated self-determined work motivation model in vocational rehabilitation as a useful framework for understanding the relationship among functioning levels, self-determination and self-efficacy factors, vocational rehabilitation engagement, and readiness for employment. (PsycINFO Database Record

Predicting quality of life in adults with severe mental illness: Extending the International Classification of Functioning, Disability, and Health.

PURPOSE/OBJECTIVE: The International Classification of Functioning, Disability and Health (ICF) framework was used to investigate person-environment contextual factors, mental functioning, activity limitations, and participation as predictors of quality of life (QoL) in adults with severe mental illness (SMI). RESEARCH METHOD/DESIGN: A quantitative descriptive design using multiple regression and correlational analyses was used. One hundred ninety-four individuals with SMI from 4 community-based mental health agencies in 2 states from Southern and Midwestern regions of the United States participated in the study. The criterion variable was QoL. Predictor variables comprised the ICF constructs: (a) demographics, (b) personal factors, (c) environmental factors, (d) mental functioning, (e) activity limitations, and (f) participation. RESULTS: A majority of participants were White (60.3%) and not employed (59.8%). Half of them received Social Security Disability Income and/or Supplemental Security Income (50.0%). Correlations between QoL and the predictor variables ranged from small to large (r = .01 to .63, respectively). The final regression model accounted for 58% of the variance in QoL. After controlling for other factors, social competency, social support, societal stigma, psychological distress, cognitive dysfunction, activity limitations, and participation were found to be significant predictors of QoL in adults with SMI. CONCLUSIONS/IMPLICATIONS: The study supports the use of the ICF to predict QoL for adults with SMI. Evidence-based treatments focused on increasing social competence, social support, and participation should be developed to promote rehabilitation outcomes and overall QoL.

Disability Diversity Training in the Workplace: Systematic Review and Future Directions.

Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.

Employment as a health promotion intervention for persons with multiple sclerosis.

OBJECTIVE: To examine the relationship between employment status (no employment, part-time employment, and full-time employment) and functional disability, health-related quality of life, and life satisfaction of people with MS. METHODS: 157 individuals with MS completed a survey packet, including employment status, self-report disability severity, and health-related scales. A series of multivariate analysis of variance was performed to determine the differences between employment groups in health-related outcomes. RESULTS: The unemployed group had the highest levels of incapacity and social impairments among the three groups. They also had the lowest physical health-related quality of life and life satisfaction. The part-time employed group had the lowest levels of depression and higher levels of physical activity participation among the three groups of individuals with MS. CONCLUSIONS: Employment is significantly related to health-related quality of life, and as a result, it should be considered an important public health intervention for people with MS.

Taiwanese attitudes and affective reactions toward individuals and coworkers who have intellectual disabilities.

This study investigated the attitudes of Taiwanese employees toward individuals and their supported coworkers with intellectual disabilities (ID). The findings indicated that the general attitudes of Taiwanese employees toward individuals with ID and their affective reactions toward their coworkers with ID were positive. These discoveries were contrary to previous beliefs that Taiwanese people tended to have societal stigma toward people and coworkers with ID. The outcomes also showed that the participants who had longer work contact with their coworkers with ID tended to have more positive attitudes toward them. Therefore, promoting supported employment trainings and opportunities for qualified people with ID was recommended.

Individuals with severe mental illnesses have improved eating behaviors and cooking skills after attending a 6-week nutrition cooking class.

OBJECTIVE: This study assessed current meal planning/cooking behaviors and dietary intake of individuals with severe mental illnesses and determined differences after a 6-week nutrition education cooking class. METHOD: Eighteen individuals with severe mental illnesses participated in a 6-week nutrition education cooking class and completed pre- and posttest 24-hr recalls and a postretrospective survey. Paired samples t tests were used. RESULTS: Participants met their calories needs, but they consumed high amounts of sodium and fat and low amounts of fiber. Significant increases in calcium, vitamin D, grains, and fruit occurred from pre- to posttest (p < .05). Self-efficacy in cooking and grocery shopping skills improved. CONCLUSION AND IMPLICATIONS FOR PRACTICE: Participants desire nutrition education programming that includes simple messages, hands-on cooking demonstrations, and health-related incentives. More research is needed to determine how nutrition education programs lead to sustained knowledge and behavior change within this specialized population.

Communities of practice to improve employment outcomes: a needs assessment.

PURPOSE: Communities of practice (CoPs) offer a promising strategy to improve communication among various professionals committed to advancing employment outcomes for people with disabilities. CoPs also provide a tool for professionals to share knowledge and resources related to the Americans with Disabilities Act and job accommodations. METHODS: The current study conducted four focus groups with human resource (HR) professionals and vocational rehabilitation professionals to fully assess the need for this CoP. Coding and memoing were the two data analysis strategies employed in this study. RESULTS: Results indicate a strong interest in developing a CoP to assist with employment concerns for people with disabilities. CONCLUSIONS: HR professionals report a need for current, relevant information on this topic, and participants outline guidelines for developing the CoP and building useful content areas.

Stages of change and physical activity among individuals with severe mental illness.

OBJECTIVE: To apply the constructs of the transtheoretical model (TTM) of change to understand physical activity among individuals with severe mental illness. METHOD: Predictions of stages of change of physical activity and self-reported physical activity were investigated among 92 adults with severe mental illness, using cognitive and behavioral processes of change, self-efficacy, and perceived pros and cons of exercise as predictors. RESULTS: Separate logistic regression analyses for adjacent pairs of stages indicated that 33% of the variance was accounted for when predicting preparation versus action/maintenance stages, with behavioral processes making a significant unique contribution to prediction. A multiple-regression analysis was conducted to examine prediction of self-reported physical activity on the basis of all of the TTM measures, and the full model accounted for nearly 27% of the variance. CONCLUSION: Results suggest that TTM constructs hold promise in understanding physical activity of people with severe mental illness with significant implications for clinical practice and future research.

Assessing cognitive and affective reactions of employers toward people with disabilities in the workplace.

INTRODUCTION: The goal of this study was to assess the construct validity of the Affective Reactions subscale of the Disability Questionnaire by analyzing its underlying factor structure. The Affective Reactions subscale consists of 21 items measuring emotional reactions related to working with people with disabilities and contributes to the overall measurement of employers' attitudes toward individuals with disabilities. METHODS: The sample included 142 employers in Colorado Springs, Colorado. Exploratory factor analysis was used to examine the factorial structure of the Affective Reactions scale and multiple regression analysis was used to determine the relationship between affective reaction factors and ADA knowledge, perceived reasonableness of workplace accommodations, and experience working with people with disabilities. RESULTS: Exploratory factor analysis revealed three underlying attitude dimensions: (a) Negative Cognitive and Affective Reactions, (b) Positive Attitudes toward Accommodations, and (c) Positive Attitudes towards Equal Treatment of People with Disabilities in the Workplace. Multiple regression analysis results indicated that positive attitudes toward people with disabilities in the workplace are associated with positive beliefs about the reasonableness of accommodating people with disabilities in the workplace and positive attitudes are related to higher level of experience working with people with disabilities. CONCLUSIONS: The construct validity of the Affective Reactions subscale of the Disability Questionnaire is supported by the identification of three underlying attitudinal constructs.

Drivers of workplace discrimination against people with disabilities: the utility of Attribution Theory.

The purpose of this paper was to determine what drives workplace discrimination against people with disabilities. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments. The sample included 35,763 allegations of discriminations filed by people with disabilities under the employment provisions of the Americans with Disabilities Act. Group A included impairments deemed by Corrigan et al. [1988] to be uncontrollable but stable: visual impairment (representing 13% of the total allegations in this study), cancer (12%), cardiovascular disease (19%), and spinal cord injuries (5%). The controllable but unstable impairments in group B included depression (38%), schizophrenia (2%), alcohol and other drug abuse (4%), and HIV/AIDS (7%). The Equal Employment Opportunity Commission had resolved all allegations in terms of merit Resolutions (a positive finding of discrimination) and Resolutions without merit. Allegations of workplace discrimination were found to center mainly on hiring, discharge, harassment, and reasonable accommodation issues. Perceived workplace discrimination (as measured by allegations filed with EEOC) does occur at higher levels in Group B, especially when serious issues involving discharge and disability harassment are involved. With the glaring exception of HIV/AIDS, however, actual discrimination (as measured by EEOC merit Resolutions) occurs at higher levels for Group A.