Crown Deborah S, Dinelli Emily J, Kudla Angelika, Capraro Pamela, Wong Jasin, Trierweiler Robert, Sheth Manasi, Heinemann Allen W
The Shirley Ryan AbilityLab, Chicago, IL, USA.
Northwestern University, Feinberg School of Medicine, Chicago, IL, USA.
J Occup Rehabil. 2025 Jul 18. doi: 10.1007/s10926-025-10314-2.
Identify the job accommodations associated with increased job retention and satisfaction for people with physical disabilities.
A national survey of 1265 people with physical disabilities in the United States, who worked for an employer after their disability onset. The sample was 58% males, average age of 44 years, 74% white, and worked an average of 36 h weekly. We assessed frequency, type, and use of job accommodations and used multivariate Poisson regression to evaluate the relationship between job accommodations, job tenure, and satisfaction.
The top job accommodations were modified work schedules, modified policies/rules, job sharing, allowing sitting/standing changes, and unpaid leave. The job accommodations needed but not received were limiting lifting, pushing, pulling; co-worker assistance; limiting twisting, bending; using modified/new equipment; and telework. Males reported higher frequency of accommodation use than females, while females reported not needing accommodations more often. Among respondents who used an accommodation, 82% rated it as moderately or very helpful. Most respondents (79%) reported that they were satisfied or very satisfied with their jobs. Poisson regression models revealed an association between using a job accommodation and job tenure for 4 years or longer for all job accommodation categories, with an increased likelihood of job tenure beyond 4 years by 10-70%. Four of 12 job accommodation categories were associated with job satisfaction.
Use of employer- and self-provided job accommodations is associated with longer job tenure and increased job satisfaction. Each person, job, and environmental factor provides opportunities to tailor accommodations.
确定与身体残疾人士提高工作保留率和满意度相关的工作调整措施。
对美国1265名身体残疾人士进行全国性调查，这些人在残疾发生后为雇主工作。样本中男性占58%，平均年龄44岁，74%为白人，平均每周工作36小时。我们评估了工作调整措施的频率、类型和使用情况，并使用多元泊松回归来评估工作调整措施、工作任期和满意度之间的关系。
最常见的工作调整措施是修改工作时间表、修改政策/规则、工作分担、允许坐/站变换以及无薪休假。需要但未得到的工作调整措施包括限制提举、推、拉；同事协助；限制扭转、弯曲；使用改良/新设备；以及远程工作。男性报告的调整措施使用频率高于女性，而女性报告不需要调整措施的情况更频繁。在使用了调整措施的受访者中，82%将其评为中等或非常有帮助。大多数受访者（79%）报告他们对工作满意或非常满意。泊松回归模型显示，对于所有工作调整措施类别，使用工作调整措施与4年或更长时间的工作任期之间存在关联，工作任期超过4年的可能性增加了10%-70%。12种工作调整措施类别中有4种与工作满意度相关。
雇主提供和自我提供的工作调整措施的使用与更长的工作任期和更高的工作满意度相关。每个人、工作和环境因素都提供了定制调整措施的机会。
