a Department of Knowledge & Research, Cosis Center of Expertise , Groningen , The Netherlands.
b Faculty of Behavioural and Movement Sciences, Section Clinical Child and Family Studies , Vrije Universiteit Amsterdam , Amsterdam , The Netherlands.
Disabil Rehabil. 2018 May;40(10):1192-1199. doi: 10.1080/09638288.2017.1294205. Epub 2017 Mar 13.
Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction.
A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments.
Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction.
Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.
对于能够提高智力残疾人工作满意度的因素，我们知之甚少。本研究运用自我决定理论，旨在调查基本心理需求（自主性、关联性、胜任感）的满足是否会影响工作满意度，并探讨工作场所参与度、需求满足与工作满意度之间的关系。
共对 117 名来自荷兰护理机构的智力残疾人进行了工作场所参与度、需求满足和工作满意度的访谈。工作人员提供了工作场所参与度的数据。问卷基于成熟的工具。
基本心理需求的满足程度预测了更高水平的工作满意度。工作场所参与度与需求满足或工作满意度无关。
允许智力残疾人自主行动、感到有效、能够应对挑战并与他人建立联系是至关重要的，这有助于提高工作满意度。无论是在工作场所的选择和设计中，还是在支持方式上，都需要关注这一点。
了解影响工作满意度的因素对于改善智力残疾人的就业状况和就业成功至关重要。为了实现工作满意度，工作场所必须允许智力残疾人满足自主性、关联性和胜任感等基本心理需求。智力残疾人能够报告他们的需求和满意度，在决定他们的就业状况时，必须考虑他们自己的观点。
