CoChat
Sign Up
Cited by 83Disability Education and EmploymentJob Satisfaction and Organizational BehaviorHuman Resource and Talent Management

AMO perspectives on the well-being of neurodivergent human capital

Open access
Szulc, Joanna Maria, Davies, Julie, Tomczak, Michał T., McGregor, Frances-Louise·2021·Employee Relations: The International Journal
DOI 10.1108/er-09-2020-0446
Open this paper in CoChat — free account

Abstract

Purpose Existing management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices. Design/methodology/approach Drawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace. Findings This paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences. Practical implications The case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals. Originality/value This paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.

The claims and statistics of this paper haven’t been checked yet.

Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.

A few free checks a day · papers already verified open instantly · results are public

Integrity signals

Registry

Crossref · 10.1108/er-09-2020-0446

Cites

80 of 80 references verified0 citation errors · 0 not checkable

Statistics

Claims the paper makes

The claims and statistics of this paper haven’t been checked yet.

Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.

A few free checks a day · papers already verified open instantly · results are public

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

The self-check needs the paper’s full text.

Cites

Flagged first, then by citations

Research works printed but not linked: 5

  1. Beardwell, J. and Thompson, A. (2017), Human Resource Management: A Contemporary Approach. , 8 th edn., Harlow: Pearson.
  2. Cappelli, P. (2020), "Stop overengineering people management", Harvard Business Review, Vol. 98 No. 5, pp.55-63.
  3. Davenport, T.H. and Prusak, L. (1998), Working Knowledge: How Organizations Manage What They Know , Boston, MA: Harvard Business Press, Boston, MA.
  4. Davies, J. (2020), "Editorial. Implications for HRD practice and impact in the COVID-19 era", Human Resource Development Review , Vol. 19 No. 4, pp.335-338.
  5. Hagner, D. (2003), "Job development and job search assistance", Szymanski, E.M., and Parker, R.M. (Ed.s.), Work and Disability: Issues and Strategies in Career Development and Job Placement. , 2nd edition, Pro-Ed, Austin, TX, pp.343-372.

Cited by

Sorted by citations

Related

Authors
Szulc, J. M., Davies, J., Tomczak, M. T., & McGregor, F.-L.
Affiliations
  • University of Huddersfield (GB)
  • Manchester Metropolitan University (GB)
  • Gdańsk University of Technology (PL)
ORCID
Venue
Employee Relations: The International Journal
Publisher
Emerald
Published
2021-03-22
Volume
43
Issue
4
Pages
858-872
ISSN
0142-5455 (ISSN-L)
DOI
10.1108/er-09-2020-0446
OpenAlex
W3137988635
Cited by
83
References
80
Citations by year
2026: 17 · 2025: 17 · 2024: 19 · 2023: 15 · 2022: 11 · 2021: 4
FWCI
15.33
Type
journal article
Language
en
Open access
Licence
Locations
  • Employee Relations (publishedVersion)
  • Huddersfield Research Portal (University of Huddersfield) (acceptedVersion, cc-by-nc)
  • Brunel University Research Archive (BURA) (Brunel University London) (submittedVersion, cc-by-nc)
  • e-space (Manchester Metropolitan University) (submittedVersion)
  • UCL Discovery (University College London) (submittedVersion)
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
Keywords
neurodivergent employees, neurodiversity, subjective well-being, talent management, inclusive employment, organisational well-being, employee well-being, cognitive disability, diversity and inclusion, human capital development

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review