Kukla Marina, McGuire Alan B, Strasburger Amy M, Belanger Elizabeth, Bakken Shana K
HSR&D Center for Health Information and Communication, Richard L. Roudebush VA Medical Center.
Richard L. Roudebush VA Medical Center.
Psychiatr Rehabil J. 2018 Jun;41(2):103-108. doi: 10.1037/prj0000297. Epub 2018 Apr 30.
Veterans Health Administration vocational services assist veterans with mental illness to acquire jobs; one major component of these services is job development. The purpose of this study was to characterize the nature of effective job development practices and to examine perceptions and intensity of job development services.
A national mixed-methods online survey of 233 Veterans Health Administration vocational providers collected data regarding frequency of employer contacts, perceptions of job development ease/difficulty, and effective job development practices when dealing with employers. Qualitative responses elucidating effective practices were analyzed using content analysis.
Vocational providers had a modest number of job development employer contacts across 2 weeks (M = 11.0, SD = 10.6) and fewer were face-to-face (M = 7.6, SD = 8.4). Over 70% of participants perceived job development to be difficult. Six major themes emerged regarding effective job development practices with employers: using an employer-focused approach; utilizing a targeted marketing strategy; engaging in preparation and follow-up; going about the employer interaction with genuineness, resilience, and a strong interpersonal orientation; serving as an advocate for veterans and educator of employers; utilizing specific employer-tailored strategies, such as arranging a one-on-one meeting with a decision maker and touring the business, individualizing a prescripted sales pitch, connecting on a personal level, and engaging in ongoing communication to solidify the working relationship.
Respondents highlight several potentially effective job development strategies; tools and resources may be developed around these strategies to bolster job development implementation and allow opportunities for fruitful employer interactions. (PsycINFO Database Record
退伍军人健康管理局的职业服务帮助患有精神疾病的退伍军人获得工作；这些服务的一个主要组成部分是职业发展。本研究的目的是描述有效职业发展实践的性质，并考察职业发展服务的认知和强度。
对233名退伍军人健康管理局职业服务提供者进行了一项全国性的混合方法在线调查，收集了有关与雇主联系频率、对职业发展难易程度的认知以及与雇主打交道时的有效职业发展实践的数据。使用内容分析法对阐明有效实践的定性回复进行了分析。
职业服务提供者在两周内与雇主进行职业发展联系的次数适中（M = 11.0，标准差 = 10.6），面对面联系的次数较少（M = 7.6，标准差 = 8.4）。超过70%的参与者认为职业发展困难。出现了六个关于与雇主进行有效职业发展实践的主要主题：采用以雇主为中心的方法；运用有针对性的营销策略；进行准备和跟进；以真诚、坚韧和强烈的人际导向与雇主互动；充当退伍军人的倡导者和雇主的教育者；运用针对雇主的特定策略，如安排与决策者的一对一会议和参观企业、个性化预先设定的推销话术、建立个人层面的联系以及进行持续沟通以巩固工作关系。
受访者强调了几种潜在有效的职业发展策略；可以围绕这些策略开发工具和资源，以加强职业发展的实施，并为富有成效的雇主互动创造机会。（PsycINFO数据库记录
