Gaylord-Ross R, Park H S, Johnston S, Lee M, Goetz L
Vanderbilt University.
Behav Modif. 1995 Jan;19(1):78-94. doi: 10.1177/01454455950191005.
Two case studies examined the efficacy of two social enhancement procedures--individual social skills training (SST) and co-worker intervention for two employees with dual sensory impairment who were working in competitive employment settings but who were socially isolated from contact with their nondisabled co-workers. A variety of measures, including direct behavioral observations and social validation ratings, examined social interaction and the formation of social networks in the workplace. Results showed that the number and duration of social interactions improved with each of the social enhancement programs. Social validation data and anecdotal reports indicated that the employees with disabilities became more socially competent, interactive, and included in the social network of the workplace. Interestingly, SST followed by co-worker training resulted in greater increases in social responding as compared to co-worker training followed by SST.
两项案例研究考察了两种社交增强程序的效果——针对两名患有双重感官障碍的员工的个人社交技能培训（SST）和同事干预，这两名员工在竞争性就业环境中工作，但在社交方面与非残疾同事隔离。通过多种措施，包括直接行为观察和社会效度评级，考察了工作场所中的社交互动和社交网络的形成。结果表明，每种社交增强计划都使社交互动的数量和持续时间有所改善。社会效度数据和轶事报告表明，残疾员工在社交方面变得更有能力、更具互动性，并融入了工作场所的社交网络。有趣的是，与先进行同事培训后进行社交技能培训相比，先进行社交技能培训再进行同事培训能使社交反应有更大程度的提高。
