Achieving Steady Work Among Adults With Autism Through Specialized Employment Program
试验速览
- 阶段
- 不适用
- 状态
- 招募中
- 发起方
- 入组人数
- 80
- 试验地点
- 1
- 主要终点
- Costs of Employee Turnover
研究概览
简要总结
Individuals with autism spectrum disorder (ASD) have significantly higher levels of unemployment and underemployment compared to their typically developing peers and all other groups with neurodevelopmental disorders, even though major companies that have employed and trained young people with ASD acclaim their significant innovations in their companies. The investigators hope to examine the effects of specialized employment support programs, over current traditional vocational rehabilitation approaches, for adults with ASD on their ability to maintain steady employment and overall benefit to the organizations at which they will be employed.
The investigators predict that Stanford University's Neurodiversity at Work (NaW) Program will improve employment outcomes and positively impact the overall quality of life of individuals with ASD in this program. The investigators hope that the findings of the study will lead to the advancement of programs aimed to support individuals with ASD.
详细描述
To date, there has been limited research examining effects of specialized employment support programs (such as Stanford's Neurodiversity at Work) for adults with ASD. Results from this study will have substantial positive impact on the field because they will significantly elevate the investigators' understanding of the factors involved in successful employment and QoL outcomes in individuals with ASD. Furthermore, understanding the trajectories of psychiatric symptoms, employment outcomes and QoL will facilitate the development of educational tools, training materials and intervention tools to help in improving overall outcomes of individuals with ASD.
The study has four specific aims that the investigators hope will contribute towards the advancement and proliferation of programs, such as Stanford's Neurodiversity at Work (NaW) aimed to support individuals with ASD, both in in the workplace and beyond.
The investigators' first aim is to compare job retention rates resulting from NaW starting before onboarding and NaW starting 6 months after onboarding (NaW-DS) for adults with ASD, as well as compare duration of sustained employment for NaW and NaW-DS (NaW-delayed start).
The second aim is to compare the change in QoL between NaW and NaW-DS for adults with ASD at month 15 past onboarding. The investigators predict that NaW will result in a higher QoL, as measured by the World Health Organization Quality of Life assessment (WHOQOL-100), in adults with ASD, compared to NaW-DS. The investigators also have an exploratory aim of determining costs of employee turnover achieved from the NaW and NaW-DS, as well as comparing rates of job offers between specialized internship programs (IP) and specialized pre-employment training programs (PT).
Additionally, behavioral assessments will be administered to participants throughout the duration of the study as additional exploratory measures.
研究设计
- 研究类型
- Interventional
- 分配方式
- Randomized
- 干预模型
- Parallel
- 主要目的
- Treatment
- 盲法
- Single (Participant)
入排标准
- 年龄范围
- 18 Years 至 55 Years（Adult）
- 性别
- All
- 接受健康志愿者
- 是
入选标准
- •Moderately functioning group of participants:
- •Males and females with ASD
- •Between the ages of 18-55
- •No significant current psychosocial stressors per history
- •Able to travel to work independently
- •Attended either an internship program, pre-employment training, or both
- •Possess an IQ between 60 and 90
- •High functioning group of participants:
- •Males and females with ASD
- •Between the ages of 18-55
- •No significant current psychosocial stressors per history
- •Able to travel to work independently
- •Attended either an internship program, pre-employment training, or both
- •Possess a college degree
- •Possess an IQ of 90 or above
排除标准
- •DSM-5 diagnosis of other severe psychiatric disorder such as bipolar disorder or schizophrenia.
研究组 & 干预措施
Neurodiversity at Work (NaW) Group
Individuals in this group will receive a 6-week Autism at Work pre-employment training. Upon onboarding, each individual will be supported by a team manager, a team buddy, a peer mentor, a job/life skills coach, a vocational rehabilitation counselor, and a personal counselor. Ongoing support for members of support circles will be provided during the 12 weeks immediately after onboarding.
干预措施: NaW (Behavioral)
Neurodiversity at Work - Delayed Start (NaW-DS)
Participants in this group will receive typical orientation for neurotypical employees after onboarding. The support of peer mentor, job/life skills coach, vocational rehabilitation counselor, and a personal counselor will start 6 months after onboarding. Managers, co-workers, team buddies and mentors for all recruited and hired employees in both groups will receive the same specialized training to enhance their abilities to work with individuals with ASD.
干预措施: NaW-DS (Behavioral)
结局指标
主要结局
Costs of Employee Turnover
时间窗: 15 months after onboarding.
Determine the costs of employee turnover achieved from the NaW and NaW-DS.
Rates of Job Offers
时间窗: 15 months after onboarding.
Compare rates of job offers between internship programs and pre-employment training programs.
World Health Organization Quality of Life Assessment [WHOQOL-100]
时间窗: At screening, 3 months after onboarding at job position, 6 months after onboarding, 12 months after onboarding, 15 months after onboarding, 18 months after onboarding.
Measures individuals' perceptions of their position in life in the context of the culture and value systems in which they live and in relation to their goals, expectations, standards and concerns. Purpose of measure: compare the change in Quality of Life (QoL) between NaW and NaW-DS for adults with ASD at month 15 post-onboarding; compare the trajectories of change in QoL between NaW and NaW-DS for adults with ASD over time. This scale consists of four domains: physical health, psychological, social relationships, and environment. A higher score indicates a better quality of life, while a lower score indicates a lower quality of life. There is a total of 100 items in this scale. The minimum score is 100, with the highest score being 500. The five point scale ranges from "Not at all" to " Extremely" (or "Completely" or "Very satisfied"). Subscales are combined to produce a total score.
Duration of Sustained Employment
时间窗: 15 months after onboarding.
Compare duration of sustained employment for NaW and NaW-DS. The investigators predict that the NaW program will result in a longer duration of sustained employment as compared to NaW-DS.
Job Retention Rates
时间窗: Before onboarding for NaW arm; 6 months after onboarding for NaW-DS arm; 15 months after onboarding for both arms.
Compare job retention rates resulting from NaW starting before onboarding and NaW starting 6 months after onboarding (NaW-DS). The investigators predict that the NaW program will result in a higher rate of sustained employment in adults with ASD 15 months after onboarding when compared to NaW-DS.
次要结局
- ANZ Financial Well-being Scale(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- MOAQ Subscale: Intent to Turnover(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Morgensen and Humphrey's Job Characteristics (WDQ)(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Work Motivation and Engagement (UWES)(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Meyer and Allen's Affective Commitment Measure(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Maslach's Burnout Measure(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Eisenberger's Perceived Organizational Support(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
- Judge's Global Job Satisfaction(Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.)
研究者
Lawrence Fung
Assistant Professor
Stanford University