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Cited by 45Disability Education and EmploymentAutism Spectrum Disorder ResearchHigher Education and Employability

Sustainable employment depends on quality relationships between supervisors and their employees on the autism Spectrum

Martin, Valerie, Flanagan, Tara D., Vogus, Timothy J., Chênevert, Denis·2023·Disability and Rehabilitation
DOI 10.1080/09638288.2022.2074550
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Abstract

PURPOSE: Employment outcomes for individuals on the autism spectrum may be contingent upon employers' knowledge of autism and provision of appropriate workplace supports. We aimed to understand the organizational factors that influenced the organizational socialization of autistic employees. MATERIALS AND METHODS: We wrote nine case histories based on interviews from managers, autistic employees, and job coaches. Intra-case analysis, then cross-case analysis, provided an understanding of organizational factors that lead to sustained employment of autistic employees. RESULTS: The quality of the relationship between managers and autistic employees was consistently seen as the key facilitator of organizational socialization and positive employment outcomes of autistic employees. These relationships, however, relied on the skilled facilitation of the job coach during each stage of the employment cycle (hiring, on-boarding, training, performance management), as they had an important role in building a mutual understanding between supervisors and employees. As such, our study draws upon and contributes to leader-member exchange theory. CONCLUSIONS: Consistent with prior research, our study shows the importance of high-quality relationships between supervisors and supervisees for positive employment outcomes of autistic employees in organization but adds skilled communication facilitation as a novel antecedent to leader-member exchange, as a potentially key factor for autistic employees. Implications for rehabilitationThe relationship between the a manager and their employee is an important factor in effective organizational socialization and workplace outcomes for autistic employees.Job coaches can play a crucial role in building mutual understanding and high-quality relationships between managers and employees.Job coaches can support the inclusion of autistic employees by illustrating the multi-faceted socioemotional performance benefits over the longer term.

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Authors
Martin, V., Flanagan, T. D., Vogus, T. J., & Chênevert, D.
Affiliations
  • Department of Psychoéducation, Université de Montréal, Montréal, Canada
  • McGill University (CA)
  • Vanderbilt University (US)
  • HEC Montréal (CA)
ORCID
Venue
Disability and Rehabilitation
Publisher
Informa UK Limited
Published
2022-05-16
Volume
45
Issue
11
Pages
1784-1795
ISSN
  • 0963-8288 (ISSN-L)
  • 1464-5165
DOI
10.1080/09638288.2022.2074550
OpenAlex
W4280511520
Cited by
45
References
55
Citations by year
2026: 13 · 2025: 22 · 2024: 7 · 2023: 3
FWCI
9.26
Type
journal article
Language
en
Open access
closed
Locations
  • Disability and Rehabilitation (publishedVersion)
  • PubMed (publishedVersion)
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Life Sciences › Neuroscience › Cognitive Neuroscience › Autism Spectrum Disorder Research
  • Social Sciences › Education › Higher Education and Employability
Keywords
autism spectrum disorder, autistic employees, sustainable employment, supervisor-employee relationship, leader-member exchange, job coaches, organizational socialization, workplace inclusion, workplace support, employment effects, performance management
MeSH terms
Working Conditions, Autistic Disorder, Employment, Humans, Personnel Selection, Workplace

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