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Work 24 (2005) 1-9 lOS Press

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Supported employment andjob outcomes. Typicall1eSS and other related variables

.B. Jordán de Urríes*, M.A. Verdugo, C. Jenaro, M. Crespo and C. Caballo University Institute lor Community Integration 01 the University 01 Salamanca (Instituto Universitario de ntegración en la Comunidad (INICO). Universidad de Salamanca), Salamanca, Spain

cccivcd 14 January 2004

ccepted 15 March 2004

~bstract. The purpose oflhis study is 10 improve supported employment programs analyzing Ihe relalionships belween difTeren ariables involved in ils deve\opmenl on job oulcomes. One importanl variable is typicalness (underslood as Ihe degree lO whic he job of the person wilh a disability is similar in ils different characleristics to Ihal of co-workers wilhout a disability). [1 a[s ompares sheltered employment and supported employmenl in employment oulcomes. The results showed more lenglh of servic .

'n the job and salary for supported employment workers. As regards the developmenlal variables, lime of exlernal support, typ . f support, and adaptations are critical to get better outcomes. Finally, the need to finely balance the typicalness of the job and

he characteristics of the worker involved is stressed.

eywords: Supported employmenl, typica[ness, job oulcomes

1. Introduction

Supported employment development needs a contin­ous improvement of its practices to get the best job utcomes possible . Research can arise these critical

elements. I Supporled employmenl is a modality of job integra­ion for persons with a disability that arose in the 1980s

'n the US and has been defined and studied by different esearchers [9,14,24,25,27,29]. It implies the place-ent of a worker with disability, who is not able to get

r maintain an integrated employment, in a normalized 'ob site, providing him training and long term support.

Job outcomes are the set ofresults derived from per­orming a job that a worker can achieve to a greater r lesser degree. Job outcomes have been used by dif­erent aulhors as an element of analysis and comparí­on regarding the employment of persons with a dis-

ability [4,5,8,10,12,20,22,28]. Mank specifies job out­comes by referring to hours of work per week, length of service, salary and job benefits [7, 13,15-19,23].

Natural supports are considered one of the key as­pects of the practical development of supported em­ployment, and there are many authors who have dealt with this [2,3,6, [ 1,21,24,27]. By natural support wel mean any strategy, resource, relation, or interaction provided by persons, procedures, instruments or equip­ment that (a) is typically available andlor is culturally suitable in the community environments surrounding a person, (b) facilitates the obtaining of positive results in the professional and social spheres and (c) increases the quality of life ofthe persono

In reJation to the natural supports we have typical­ness or similarity in employment as a relatively recen concept, and which is understood as the degree to which the characteristics ofjob accessibility, the job itself (du­ties, benefits, etc.) and the job environment (places, co-workers, etc.) are similar to those of co-workers

• Addrcss for correspondence: Instituto Universitario de Intc- without a disabiJity in the same company Research de-

~raeión en la Comunidad, Universidad de Salamanca, Avenida de a Merced 109-131,37005 Salamanca, Spain. Tel.fFax: +34923 veloped by David Mank et al. shows the importance

. 9~4n6;.E~nail:--.bj.ordan@usaLe, ,,-s _____________ oufL'enhancingJ)'Pic.al~to.i.roPLoye_Jnb-.Dutc.ome.S-.3ndJ

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integration [7,13,15-19,23). Typicalness is defined ac­ording to the four elements that comprise it: job ac­uisition and hiring, job characteristics, management f human resources and social aspects. These four haracteristics provide a general index of similarity. It hould be said with respect to this concept that typical nd similar do not necessarily mean better, since we re working with a population with even more press­

ing difficulties (within the group of persons with a dis­bility) in obtaining employment in an ordinary com­any within the community. Thus, the balance between pical and specifically adapted always remains in the

t ands ofthe professional who must establish the proper riteria in each case.

[

, Approach

Our objective was to carry out research for practi­[ al applications that would analyze which employment It',ariables (independent variables such as type of job, ¡typicalness, as well as variables having to do with the

orker, the position and the employer) were related to he highest job outcomes (dependent variables such as ours of work per week, length of service, salary and

'ob benefits). We thus posed the following hypotheses:

(H 1) Workers in supported employment will have better job outcomes than those in sheltered em­ployment

(H2) Workers in more typical jobs wiU have better job outcomes.

(H3) Job outcomes vary according to the character­istics ofthe support ofTered to the workers with an intellectual disability and their co-workers.

(H4) Job outcomes also vary according to the char­acteristics of the workers, the jobs and the em­ployers.

At the same time we wished to find out what types of . obs are associated with the highest levels oftypicalness nd what the characteristics are of the companies that ire workers with an intellectual disability by means of upported employment services.

, Method

.1. Participanls

programs or services with support and 3 have sheltered employment centers.

The total group comprised 232 participants dis­tributed in two groups: 160 in supported employment (SE) and 72 in sheltered employment centers(SEC). Al! the participants had an intellectual disability, which was slight in 56.9% of the participants in both groups. The rest of the participants characteristics can be seen in Table l. We must indicale that the supported em­ployment group, according to previous studies, makes up 6.62% ofthe total population under study, which in Spain comprised 2,417 people at the end of 1999 [8, 27).

3.2. lnstrument

To carry out this research the Typicalness Question­naire was used. The Typicalness Questionnaire was translated and adapted to Spanish based on Ihat devel­oped by David Mank and his colleagues [7,10,12-16, 19). It is designed lo be completed by a person close to the worker with a disability who is deeply familia with hislher job situation and the aspects surrounding it. The Typicalness Questionnaire has 75 items divided into 5 sections: A. Confidential Information, B. Gen­eral Infonnation, C. Information conceming the Dis­ability, D. Information on the Job and E. Information on the Company Personnel.

3.3. Design and procedure

Our research combined two kinds of study [1]. Onl the one hand, a descriplive study was made to respond to questions about the characteristics ofthe sample based on information collected in the questionnaires . On the other hand , a correlational causal-compara ti ve study was carried out in which the participants in the sample were compared in different dependent variables with regard to different independent variables (see Table 2). The differences between groups determined by pres­ence or not ofthe variables were examined using mul­tivariate analysis of variance (MANOVA), which also allowed us to control for the correlations among the de­pendent variables. Consequently, if significant differ­ences appeared, it was possible to eliminate the inter­correlation between the dependent variables as a possi­ble explanation ofthe difTerences observed. Univariate analysis of variance (ANOVA) was subsequently car­ried out when Hoteling's T was statistically significant.

To carry out this research, contact was established The steps followed to carry out the research consisted LdifferenLorganizatinns,...6-.O.L'l1liclL.h.aYe.-j.ob __ ..llJ.--.L_SclectiruLof.participants, taking as a fllndaJl1i -

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Tablc l Sample characteristics

Supported employment (160)

Male (71.3%) Age 22 to 30 (54.4%) Living al family home (88.8%) 3 to 5 members (73.2%) Primary studies (46.3%) Intcllectual disability (100%) Mild (56.9%) Associated disabilities (29.4%) Behavioral problems (25%) Mild problems (16.3%)

Sheltercd Employment Centers (72)

Malc (86.1 %) Age 31 to 40 (47.2%) Living at family home (77.8%) 2 to 4 members (80.5%) Occupational training (58.3%) Intellectual disability (100%) Mild (56.9%) Associated disabilities (44.4%) Behavioral problems (12.5%) Mild problems (8.3%)

Table 2 Type of variables analized

Independent

Type of employment - Sheltered cmployment - Suppol1cd employment

Individual variables (age gcnder, ... ) Employment variables (Type, adaptations, ... ) Company variables (size, sector, .. . )

Dependent

Job outcomes - Hours of work per week - Length of serviee - Salary - Job benefits

Support to coworkers variables (hours, type, ... ) Support to workcr variables (hours, type, ... ) Typicalncss variables (as independent)

Typ icalness variables (as dcpcndent) - Acquisition - Job charaeteristics - Managemcnt

- Acquisition - Job charactcristics - Management - Social aspects

al criterion that their main disability had to be an intel­ectual one, and in the case of supported employment

that they have individual jobs, 2. Training of those ho were to give the questionnaire, with two day ses­

ions in each organization in which administering the uestionnaire was mode\ed with several participants, o then arrive at a consensus and resolve any questions,

thus unifying the procedure, and 3. The questionnaires ere administered by the trained questionnaire givers.

. ResuIts

As regards the hypothesis that workers in supporled employmenl \Vil! have beller Job oulcomes than those in

heltered employrnent, the results showed significant differences in three of the four variables considered.

able 3 shows that those in supported employment had onger length of service, higher salary, but lesser job enefits. There was no difference in weekly work hours etween the two groups.

With respect to the hypothesis that workers in more picalJobs wil! have beller Job oulcomes (see Table4),

't was observed that overall typicalness is not related to 'ob_Qutmmes, altbO!!gb .. relationships....dQ..app.e.aLWh.en

- Social aspeclS

components of typicalness are considered separately. These results show that the most typical job character­istics are positively correlated to weekly work hours, length of service and job benefits. On the other hand, the most typical human resources management is neg­atively related to work hours and length ofservice and positively to job benefits. Finally, the most important relationships are established with regard to job benefits, which are positively corelated to all the components of typicalness, with the exception ofjob acquisition, with which it has a negative relationship .

As to the hypothesis that Job oulcomes vary ac­cording lo Ihe charaClerislics o/Ihe supporl offere ' lo Ihe workers wilh an inlelleClual disability and lhei coworkers, it can be seen in Table 5 that a greater num­ber of hours of support per week for co-workers is pos­itively associated with length of service in the job, but negatively associated with job benefits. Likewise, a greater number of support hours provided to the worker by a professional is associated with fewer job benefits.

It can also be seen how the support provided by

the work coach or specialist is associated with lOng) length of service. The opposite occurs with generic raining....OLgui.d.an.c.e....c.onc.eming....disabiliti.es_pr.ru!.i.de

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TiiDIe~ Differences in job outcomes relatcd to belooging to SE or SEC

Variables N Mean s. d. F

Weekly job hours 0.082 SE 153 37.32 6.14 SEC 69 37.04 7.76

Lcngth of service in the job (no of months) 9.768" SE 159 47.74 49.83 SEC 69 27.71 28.20

Montbly wage 13 .010" SE 155 92761.25 41362.76 SEC 72 75007.42 7972.29

Job benefits 30.462" SE 160 3.35 1.00 SEC 72 4.00 0.00

"p < 0.01 f'p < 0 .05.

Table 4 Relationship betwcen typicalness and job outcomes

Weekly job hours Length of service in Moothly wage Job benefits

General Typicalncss Acquisition Charactcristics O. [99" Management -0.181 " Social aspects

"p < 0.01 f'p < 0.05.

the job (00 ofmonlhs)

0.185" -0.215"

-0.362" 0.268" 0.299" 0.245"

~o the co-workers, which are associated with a shorter As regards the presence of other disabilities, signif-Ilength of service, but a greater number of job benefits . icant relationships were found between these and job

The formal support provided to co-workers by means benefits, the benefits decreasing in the presence of other f staff meetings is associated with a longer length disabilities. A relationship was also found between be-f service, higher salaries and greater number of job havioral problems and weekly work hours, the lalter in-enefits. When the support is offered at the beginning creasing in the presence ofthese problems and the more fthe job there is longer length of service, the same as severe they are. There were no significant differences hen it is offered on a continual basis . regarding the level of intellectual disability. Finally, with respect to this group, the support pro- With regard to the relationship between the job char-

ided by co-workers is positively related to the highest acteristics and job outcomes, it can be seen in Table 7 alaries as well as to the greatest job benefits, and the . that there are significant differences regarding length¡

~upport provided by supervisors or managers is associ- of service, the lalter being longer in the presence ofl adaptations, the opposite being the case with salary and

ted with longer length of service in the jobo job benefits. There are also significant differences re­

Focusing on the hypothesis that Job outcomes vary garding the nature of the job, newly created jobs be-

ccording 10 the characteristics olthe workers, thejobs ing associated with longer length of service, while jobs nd the employers we first look at the relationship be- made up from parts of others are associated with fewer

ween personal characteristics andjob outcomes. Table job benefits. The number of daily contacts with the shows that gender is related to salary andjob benefits, public is associated significantly with job benefits in

he men eaming significantly higher salaries with better the sense that the more contact the greater the job ben-·ob benefits. Age is al so related to job benefits, these efits, as well as with monthly salary, this being highe

eing belter in the older age groups, particularly the when there are between 6 and 15 daily contacts with the. 2 to 30 year-olds. Significant differences were also public. FinalIy in this group, the presence of contact ound as regards the level ofprevious training, as it was with the public is related to weekly work hours, which

. hown that except for special education, the highest ed- increase as the contact increases. ~cationallevels were associated with a longer length of FinaIly, respect to the relationship between the char-e . .Lli.\.&.. _ _______ _ _ _ ________ ""leristic.s-OL1h~c.QD1p~.-OLemp.lQY-eLéulll-Job.-Ou -

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a e Summary ofsigniñcant relationships of sorne support variables with job outcomes

Variables

Weekly hours of support to coworkers (1=< once a week, 2=< 1 hour, 3=1 to 3 hours)

Weekly hours of direct support to the dis· ablcd workcr provided by external pro· fessionals (1 =less than 1 hour, 2=more than 1 hour) Support provided by job coach or speeialist

Training or orientations about disability to coworkers

lnformation about how to train or supo port to workcrs with disabilitics

Support to eoworkers provided formally (mcctings with eompany staft)

Support at the beginning of the job

Ongoing support

Support provided by coworkers

Support provided by supervisors or managers

"p < 0.01 /'p < 0.05.

Job outcomes

Weekly job hours Length of service in Monthly wage Job beneñts the job (no ofmonths)

Mean 1 =35.42 Mean 2=54.05 Mean 3=75.73 F= 10.544"

Mean SI=50.79 Mean NO=16.56 F=6.974** Mean SI=33.77 Mean NO=59.89 F=II.I26'* Mean SI=51.77 Mean NO=29.I4 F=4.924* Mean SI=64.05 Mean NO=40.74 F=6.940**

Mean SI=53.00 Mean NO=33.33 F=4.85I* Mean SI=53. 11 Mean NO=33.05 F=5.051*

Mean SI=53.54 Mean NO=35.39 F=4.757*

Mean 1 =3.68 Mean 2=3.11 Mean 3=2.65 F=19.174" Mean 1=3.61 Mean 2=3.01 F=14.972"

Mean SI=3.51 Mean NO=3.19 F=4.177* Mean SI=3 .26 Mean NO=3.69 F=4.326*

Mean Mean SI=3.60 SI=I04410.21 Mean NO=3.23 Mean F=4.333* NO=87570.32 F=5.160*

Mean SI=96049.28 Mean NO=78977.66 F=4.255*

Mean SI=3.48 Mean NO=2.82 F=11.641**

~omes, significant relationships were observed between Although they were not previously included in the he activity sector of the company and length of ser- hypothesis, data obtained alIowed us to address two ad-ice, which is greater in the industrial sector followed ditional questions. The first concerned characlerislics y the trade and service sectors. As regards the number 01 Ihe Job Ihal are, lo sorne degree, re/aled lo typica/-f employees, there are significant differences relating ness. In this sense, the absence of adaptations in the

to job benefits, such that benefits are greater in com- job (see Table 9), and whether it is an already existing anies of 51 to 100 employees foUowed by those with job and not one of new creation, are associated with 6 to 50. Conceming the number of employees with a more typical human resources management and social isability in the immediate environment, there are sig- aspects. As to support, our findings indicate that fewer ificant differences regarding length of service, which hours of external support is also associated with more

is longer when there is only one co-worker instead of typical management ofhuman resources and social as-o. finally, with respect to this group, a relationship pects. The typicalness of social aspects is associated

as observed between the company's providing guid- with a greater number of contacts with co-workers who nce for new workers and length of service, which is do not have a disability. Job acquisition is more typ-

(IOnger when this guidance is offered. These results can ical in the industrial sector, followed by services and !b.e...se.enin..Iable...u.8 ~ ______________ trade....huLthis...is....r.eye.rsed_irLthe_ty-Pic.alness....oLhum

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a e Surnrnary of significant relationships of sorne individual variables with job outcomes

Variables

Gender (1 =male, 2=female)

Agc (1=16 to 21, 2=22 to 30, 3=31 or +)

Educational levcl (1 =special educa­tion, 2=prirnary, 3=job skills, 4=occupational training orsecondary or vocational training)

Presence of other disabilities

Presence of behavioral problems

Severity of behavioral problcms (1 =none, 2=mild, 3=medium or severe)

"p < O.Ol'·p < 0.05.

Weekly job hours

Mean Sl=39.43 Mean NO=36.36 F=7.208*' Mean 1 =36.41 Mean 2=39.35 Mean 3=39.57 F=3.588'

Job outcomes

Length of service in Monthly wage Job benefits thcjob (no ofmonths)

Mean 1 =25.26 Mean 2=59.00 Mean 3=53.04 Mean 4=40.84 F=2.753*

Table 7

Mean 1=97102.66 Mean 1=3.48 Mean 2=81453 .40 Mean 2=3.02 F=4.550* F=7.258**

Mean 1=2.92 Mean 2=3.49 Mean 3=3.30 F=3.307*

Mean SI=2.91 Mean NO=3.53 F=13.653**

Sumrnary of significant relationships of some job variables with job outcomes

Variables

Presence of job adaptations

Naturc of the job (t =existent, 2=made up of parts of others, 3=ncwly created)

Number of daily contacts with coworkcrs without disabilities (1 = 1 to S, 2=6 to IS, 3=16 or +)

Weekly job hours

Presence of contact with the public Mean SI=39.12 Mean NO=36.3S F=7.42S'·

"p < O.Ol'·p < 0.05.

Job outcomes

Length of service in Monthly wage the job (no ofmonths)

Mean SI=67.25 Mean NO=35.60 F=16.666" Mean I =41.17 Mean 2=68.48 Mean 3=71.90 F=4.794'

Mean SI =83282.64 Mean NO =98428.88 F=4.993'

Mean 1=79213.98 Mean 2= 1 06244.21 Mean 3=97989.61 F=4.860"

Job benefits

Mean SI =2.93 Mean NO =3.61 F= 19.028" Mean 1=3.48 Mean 2=2.70 Mean 3=3.50 F=7.3S6" Mean 1=2.83 Mean 2=3.48 Mean 3=3.S2 F=6.924*·

esources management, which is greater in the trade resources management and social aspects. The second ector followed by services and industry. The fewer question was whal characleriSlics have Ihe companies o-workers with a disability in the immediate surround- Ihal hire workers wilh a disability by means o/ sup-

. ngs of the worker (1 as opposed to 2), the grealer the ported employment. These are service sector compa-verall typicalness, as well as that of human resources nies, with between 2 and 25 employees, and only one anagement and social aspects. Conceming guidance worker with a disability in the immediate environment,

rovided by the company, the fact that new workers which had previously hired workers with a disability, rre provided with guidance is associated with higher which in 50% of the cases provide guidance to new &CilleS_llLthe_J:y.picalness_ofj.ub...charac.teristic.s.-ffi¡J..W1lJ ___ ----""'UJ..l>.!ers_ancLwhi..ch....d.íulo.t...proYide.....guidanc.e.....foLlheirJ

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a e Summary ofsigniticant relationships of some company variables with job outcomes

Variables

Activity seClor of Ihc company (1 =industrial, 2=tradc, 3=scrvices)

Number of employees (1 =2 10 25, 2=26 to 50, 3=5110 100,4=10110 500)

Number of employees with disability in immcdialc environmcnl (1 or 2)

Company providcs guidance for new workers

"p < O.Ol/·p < 0.05.

Weekly job hours

Job outcomes

Length of service in Monlhly wage thejob (no ofmonths)

Mean 1 =66.38 Mean 2=50.61 Mean 3=40.62 1'=3.812*

Mean 1=57.91 Mean 2=35.32 F=8.159** Mean SI=59.76 Mean NO=33.60 F=5 .666**

Job benetits

Mean 1=2.95 Mean 2=3.57 Mean 3=3.73 Mean 4=3.40 F=5.632**

!workers either about diversity or about disability. direct support provided by external professionals for both the worker and co-workers and job outcomes, al­though the opposite happens with length of service .

. ConcIusions AIso important is the positive relationship between the support provided by co-workers and supervisors and the

The data obtained allow us to extract certain conclu- obtaining of greater benefits and length of service. In ions of interest for improving the development of pro- any case, once again it is clear that it is advisable to es-

:grams ofsupported employment as we noted at the be- tablish a suitable balance between typical and adapted ~inning of the article. The participants who are work- in order to achieve the best possible outcomes. ~ng in supported employment show longer length ofser- The data referring to the individual variables and t ice and better salaries than those working in sheltered their relationship to job outcomes suggest the need to

~mP1oyment centers, but receive fewer job benefits, fight against sex discrimination and to foster prior train-

Our data showed important relationships between ing as well as reduce the occurrence ofbehavioral prob-ome of the components of typicalness and job out- lems. omes but giving contradictory results, and no rela- Length of service is greater when the job is adapted

I ionship was obtained when typicalness was considered and when it is newly created. On the other hand, wages

~s a whole, in contrast to previous research data [7, and benefits are greater when such adaptation is not

13,15-19,23]. Only job benefits seem to be related madeand the worker has greatercontact with the publico o the components of typicalness, the fonner being Once again we must consider the need to find the right reater the more typical the job characteristics, human point between typical and adapted . esources management and social aspects, but decreas- The job outcomes, mainly length of service, are

ing the more typical the job acquisition. This indicates greater in firms in the industrial sector with not more¡i the need to establish a timely balance between more than one co-worker with a disability in the irnmedi-nd less typicalness, or in other words, between the ate environment and which provide initial guidance for ' dvisability of following typical processes for workers new workers. Likewise, the job benefits are greater in ith a disability and the need to adapt them according companies with between 51 and 100 workers.

o their specific needs. Finally, typicalness is greater when fewer adapta-This divergence also appears with respect to the dif- tions are made, less direct support provided, there is

ferent characteristics of the support provided both for more contact with co-workers without disabilities and l

orkers with disabilities and their co-workers and their fewer co-workers with disabilities. elationship to the job outcomes obtained by the worker Before concluding we feel we should point out sorne

'n supported employment. Thus, an outstanding ele- aspects of this study that may be debatable. As re-·s_theJI.egati,,,,e..reJationship-b.e.tween (he hOlJ[s of---8a[dL~cipant$,-th.e~mp.le..Jlse.tLw.asJlOLr -

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'lable 9 Summary of significant relationships of job variables with typicalness

Variables Typicalness

General Acquisition Characteristics Management Social aspects Typicalness

Presence of job adaptations Mean SI =27.2609 Mean SI =14.1500 Mean Mean NO=38.3359 NO=17.2977 F=25.237** F=11.335'*

Naturc of the job (1 =existent, Mean 1=38.2797 Mean 1=17.2689 2;;;:made up of parts of othcrs) Mean 2=30.8400 Mean 2= 15.5000

F= 10.974** F=3.897* Weekly hours of external sup- Mean 1=42.4571 Mean 1=18.7681 port (1 =< oncc a wcek, 2= < 1 Mean 2=33.0625 Mean 2=15.8 125 hour per week , 3=;1 to 3 hours Mean 3=31.1304 Mean 3= 15.6087 per wcck) F=26.265** F= 14.054*' Number of daily contacts with Mean 1 = 16.2059 coworkers without disabilities Mean 2= 15.437S (-1=1 to S, 2=6 to IS, 3=16 or Mean 3=17.7800 +) F=4 .703* Activity sector of the com- Mean 1=13.4118 Mean 1 =31.9697 pan y (1 =industrial , 2=trade, Mean 2=8.6000 Mean 2=38.2S00 3=services) Mean 3=9.S814 Mean 3=37.8687

F=3.367* F=4 .327* Numbcr of employces with dis- Mean Mean 1 =38.4337 Mean 1=17.7619 ability in immediate environ- 1=112.312S Mean 2=34.0213 Mean 2= IS.7609 ment (1 or 2) Mean F=4.93 7* F=8.IOS**

2= 1 O 1.8333 F=6.704*

Company provides guidance to Mean Mean SI=32.7049 Mean SI= 17.3934 new workers SI=SO.7414 Mean Mean

Mean NO=37.6897 NO=IS.4407 NO=48.S714 F=8.684** F=8.34S** F=S.099*

"p < O.Ol/·p < 0.05.

References ~omly selected. Instead, using specific criteria we se­

~ected all the workers possible from among those ca-

¡pable of being chosen. With respect to the question- [1] W.R. Borg and M.D. Gall, Educa/lOna/lesearch. An 111/10

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cf..the.,w,o.rk.er...rotudisahilityjILemplo..)aIlen1 _______ .AR,ehahJli/aLi.UILLLl,LlliJ.4,-'=<-L-.. _____ ----'

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