Habeck & Associates, 4163 Hillandale Drive, Kalamazoo, MI 49008, USA.
J Occup Rehabil. 2010 Dec;20(4):443-55. doi: 10.1007/s10926-009-9225-9.
Demand-side employment research on company policies and practices related to retention and absence and disability management (ADM) can contribute to our understanding of employment issues related to people with disabilities from the employers' perspective.
To examine company ADM and retention practices and their effectiveness, as well as how these company policies and practices might influence hiring of people with disabilities.
Disability Management Employer Coalition employer members (N = 650) were surveyed by internet and the survey data were analyzed using descriptive statistics, correlation, and multiple regression.
Ninety-five participants responded to the survey resulting in a response rate of 14%. Retention practice was found to be associated with retention effectiveness (r = .39, P < .01). Items most highly correlated with retention effectiveness address the provision of development opportunities to employees at every level, seeking the ideas and involvement of employees, and assuring they know how their work and performance support the mission. ADM practice was related to improving health and managing health conditions (r = .26, P < .05) and resolving disability and bringing back to work (r = .37, P < .01). Consistent RTW procedures (r = .21), employee-oriented culture (r = .23), safety/risk prevention (r = .21), and very early intervention (r = .21) correlated with delaying/preventing employment exits related to health impairment. Retention practice, ADM practice, retention effectiveness, ADM effectiveness and disability attitudes comprised a model to predict the hiring of people with disabilities. The six-predictor model was significant, F(6, 86) = 13.54, P < .001 and accounted for 49% of the variance in hiring. However, only the disability attitudes factor (β = .628, P < .001) was found to be significantly associated with hiring.
Findings substantiate a positive relationship among retention practices, ADM practices and outcomes. Both are associated with retaining employees who develop potentially disabling conditions; but they are not directly connected to hiring people with disabilities. These appear to be two different policy and practice issues within most companies.
从雇主角度研究与保留和缺勤及残疾管理（ADM）相关的公司政策和实践的需求侧就业，可以帮助我们理解与残疾人就业相关的问题。
考察公司 ADM 和保留实践及其效果，以及这些公司政策和实践如何影响残疾人的雇佣。
通过互联网对残疾管理雇主联盟的雇主成员（N=650）进行调查，并使用描述性统计、相关和多元回归分析调查数据。
95 名参与者对调查做出回应，回应率为 14%。保留实践与保留效果相关（r=.39，P<.01）。与保留效果高度相关的项目涉及为各级员工提供发展机会、寻求员工的想法和参与，以及确保他们了解自己的工作和绩效如何支持使命。ADM 实践与改善健康和管理健康状况相关（r=.26，P<.05），与解决残疾和重返工作相关（r=.37，P<.01）。一致的 RTW 程序（r=.21）、员工导向的文化（r=.23）、安全/风险预防（r=.21）和早期干预（r=.21）与因健康受损而提前预防离职相关。保留实践、ADM 实践、保留效果、ADM 效果和残疾态度构成了一个预测雇佣残疾人的模型。六预测因子模型具有统计学意义，F（6，86）=13.54，P<.001，占雇佣的 49%。然而，只有残疾态度因素（β=.628，P<.001）与雇佣显著相关。
研究结果证实了保留实践、ADM 实践和结果之间的积极关系。两者都与保留可能发展为残疾的员工相关；但它们与雇佣残疾人没有直接关系。这两个问题似乎是大多数公司中两个不同的政策和实践问题。
