ArticleWork (Reading, Mass.)2022
Employers' attitude, intention, skills and barriers in relation to employment of vulnerable workers.
Article in Work (Reading, Mass.), 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 5 papers.
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5 citing papers in PubMed.
- Job exposures, employer characteristics, and risk of reduced work capacity: a 10-year cohort study of Norwegian workers.International archives of occupational and environmental health · 2026Article
- Employers' Perspectives on Challenges and Strategies Related To Employment of People with Physical Disabilities: Findings from a National Survey in the United States.Journal of occupational rehabilitation · 2025Article
- The Relationship Between Strategic Human Resource Management Practices and the Employment of Vulnerable Workers: A Two-Wave Study Among Employers.Journal of occupational rehabilitation · 2025Article
- Training for Supervisors to Improve Sustainable Employment of Employees with a work Disability: A Longitudinal Effect and Process Evaluation from an Intervention Study with Matched Controls.Journal of occupational rehabilitation · 2024Article
- A classification of human resource management bundles for the inclusion of vulnerable workers.Work (Reading, Mass.) · 2024Article
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5 authors.
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Abstract
backgroundLittle is known why some organizations employ vulnerable workers and others do not.
objectiveTo explore the relationships between the attitude, intention, skills and barriers of employers and employment of vulnerable workers.
methodsWe included 5,601 inclusive organizations (≥1% of employees had a disability, was long-term unemployed or a school dropout) and 6,236 non-inclusive organizations of the Netherlands Employers Work Survey 2014-2019. We operationalized employer factors based on the Integrative Model of Behavioral Prediction as attitude (negative impact), intention (mission statement regarding social inclusion), skills (human resources policies and practices), and barriers (economic conditions and type of work). We used multivariate-adjusted logistic regression models.
resultsCompared to non-inclusive organizations, inclusive organizations had a more negative attitude (OR:0.81) and a stronger intention to employ vulnerable workers (OR:6.09). Regarding skills, inclusive organizations had more inclusive human resources practices (OR:4.83) and initiated more supporting human resources actions (OR:4.45). Also, they adapted more work conditions towards the needs of employees (OR:1.52), negotiated about work times and absenteeism (OR:1.49), and had general human resources practices on, for example, employability (OR:1.78). Inclusive organizations had less barriers reflected by better financial results (OR:1.32), more employment opportunities (OR:1.33) and more appropriate work tasks (OR:1.40).
conclusionsOverall, inclusive organizations reported more positive results on the employer factors of the Integrative Model of Behavioral Prediction, except for a more negative attitude. The more negative attitude might reflect a more realistic view on the efforts to employ vulnerable groups, and suggests that other unmeasured emotions and beliefs are more positive.
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