CoChat
Sign Up
Cited by 28Disability Education and EmploymentGender Diversity and InequalityWorkplace Health and Well-being

AMO model for neuro-inclusive remote workplace

Szulc, Joanna Maria·2022·Personnel Review
DOI 10.1108/pr-02-2022-0085
Open this paper in CoChat — free account

Abstract

Purpose The aim of this article is to extend current debates on organizational equality, diversity and inclusion to a consideration of neurodivergence in the remote workplace context. Design/methodology/approach Drawing on the ability, motivation, and opportunity (AMO) model and an emerging strength-based approach to neurodiversity, this conceptual paper integrates research on neurodiversity at work and remote working to provide a novel AMO model for a neuro-inclusive remote workplace. Findings Through a theoretically informed discussion of barriers to effective remote work from the perspective of neurominorities, the AMO model for the neuro-inclusive remote workplace is offered to assist organizations in creating an inclusive remote work environment where both neurominorities and neurotypicals can equally contribute to organizational success. Specific examples of how certain barriers to effective remote work can be mitigated are outlined and explained. Practical implications The conceptual model presented in this paper can assist HR practitioners in developing a comprehensive approach to skill, motivation, and opportunity-enhancing practices that are tailored to the unique needs of neurominorities in a specific context of remote work to generate mutual gains. Originality/value The model of interactions between individual and system factors offered enables a better theoretical understanding of the conditions under which high performance of neurodivergent individuals could be achieved with an associated positive impact on their well-being. The paper contributes to recent calls for more equitable and empathetic approaches to investing in employees with different cognitive profiles and does so in the underexplored context of remote work.

Integrity signals

Registry

Crossref · 10.1108/pr-02-2022-0085

Cites

82 of 82 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Claims the paper makes

This paper’s full text isn’t openly available, so its claims and self-check weren’t run. The registry and citation checks still apply.

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?

  • Two previous reviews explored the impact of COVID-19 and the associated change in working practices for neuro-divergent workers but found little relevant primary data.

    “Two previous reviews explored the impact of COVID-19 and the associated change in working practices for neuro-divergent workers [22,23] but found little relevant primary data.”

    From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [23]

  • Szulc reviewed academic literature but found only five studies; they developed recommendations including offering flexible hours of work and developing support groups to share strategies for WFH.

    “Szulc [23] reviewed academic literature but found only five studies; they developed recommendations including offering flexible hours of work and developing support groups to share strategies for WFH.”

    From Homeworking experiences of neuro-divergent workers: systematic review (2024) · cites this paper as [23]

Cites

Flagged first, then by citations

Cited by

Sorted by citations

Related

Authors
Szulc, J. M.
Affiliations
Gdańsk University of Technology (PL)
Corresponding author
Szulc, Joanna Maria
ORCID
Szulc, Joanna Maria
Venue
Personnel Review
Publisher
Emerald
Published
2022-10-27
Volume
51
Issue
8
Pages
1867-1882
ISSN
0048-3486 (ISSN-L)
DOI
10.1108/pr-02-2022-0085
OpenAlex
W4307201938
Cited by
28
References
82
Citations by year
2026: 10 · 2025: 7 · 2024: 8 · 2023: 2 · 2022: 1
FWCI
5.21
Type
journal article
Language
en
Open access
closed
Licence
www.emerald.com/insight/site-policies (tdm)
Locations
Personnel Review (publishedVersion)
Topics
  • Social Sciences › Safety Research › Disability Education and Employment
  • Social Sciences › Gender Studies › Gender Diversity and Inequality
  • Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
Keywords
neurodiversity, remote work, strengths-based approach, organizational inclusion, diversity and inclusion, employee well-being, human resource management practices

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