Search results

In studies considering the employment of individuals with autism, the organisational context – which consists of the behaviours and attitudes of employees – has frequently been neglected. This study investigates the employment of workers with autism, who have an intellectual disability (AID) in Türkiye. The study aims to understand the perspectives of managers and co-workers with regard to the employment of individuals with AID.

The authors conducted interviews with 23 people who were the co-workers, managers and parents of workers with AID. They also reviewed performance documents concerning employees with AID and analysed the data using qualitative content analysis.

The employment of individuals with AID has caused concern amongst employees within organisations. However, training activities have raised awareness of autism amongst those employees. This new awareness has overcome initial negative judgements about the employment of individuals with AID, turning these instead into positive ones. Thus, social interaction between workers with AID and their co-workers has increased.

This research provides evidence of the positive impact of employees with AID on companies and shows that employing individuals with AID in inclusive contexts improves their quality of life. It also provides guidance for the design of training programmes for employees and the adaptation processes of people with disabilities in the workplace.

This study emphasises the role of the organisational context in the successful employment of people with AID in supported employment settings. It could contribute to changing attitudes and negative expectations and guide interventions in these contexts.

Digitalization has become more central in organizations than ever before. Traditionally, organizations were places where employees spent most of their time. With digital organizations, working life has become flexible in terms of time and space, and the way of doing work has changed radically. While it has become difficult for employees to keep up with technological change and transformation, various digital conflicts related to technology have emerged within the organizations. This chapter deals with digital conflicts that occur in digital organizations. Digital conflicts could affect both the efficiency of organizations and the attitudes and perceptions of employees toward the organization. However, studies on the understanding of digital conflict management in digital organizations are quite limited. In this chapter, therefore, the causes and organizational consequences of digital conflicts in terms of organizational behavior are reviewed. The study indicates that digitalization, which is expected to increase workplace effectiveness and efficiency, could lead to destructive conflicts if not managed well, reducing socialization and job satisfaction of employees. The study also has shown that a well-managed digitalization process could increase efficiency and productivity for digital organizations and could increase job satisfaction by providing flexibility to employees. The chapter ends with suggestions for digital organizations to manage digital conflict management successfully.