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Although there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.

A total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.

Perceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.

This research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

Employment can make an important contribution to individual well-being, for example, by providing people with a sense of purpose; however, autistic individuals face significant barriers to entering the workforce. This is reflected in high levels of underemployment and unemployment, with an estimated 80% of autistic people unemployed worldwide. This is higher than both other disability groups and people without disabilities. Research is needed to identify strategies that facilitate the sustained employment of autistic adults. This study aims to examine the perspectives of autistic individuals participating in a specialized employment program within the information and communication technology sector.

Three focus groups were conducted with nine adults on the autism spectrum. Data were analyzed using an inductive approach according to established guidelines, which included coding and categorizing data into themes.

Focus group analysis revealed four themes: trainees’ previous work experiences; expectations of the employment program; recruitment and selection processes; and training and transition. Several factors associated with the changes to the recruitment and selection process were found to benefit the autistic employees.

Few studies have characterized the work experiences of adults on the autism spectrum. Tailored employment processes that challenge traditional human resource management practices can increase the participation of autistic individuals in the workforce. Strategies for promoting the success of these programs are discussed.

The need for effective industrial sales‐force motivation is emphasised and the theoretical relating to Herzberg's theory is discussed. Previous empirical studies are reviewed and the results of a 1985 investigation of British industrial salespeople's views on motivation and dissatisfaction are analysed. Implications concerning the Dual Factor Theory and industrial salesforce management are examined.

The CIBER group at University College London are currently evaluating a distance education initiative funded by the Department of Health, providing in‐service training to NHS staff via DiTV and satellite to PC systems. This paper aims to provide the context for the project by outlining a short history of distance education, describing the media used in providing remote education, and to review research literature on achievement, attitude, barriers to learning and learner characteristics.

Literature review, with particular, although not exclusive, emphasis on health.

The literature shows little difference in achievement between distance and traditional learners, although using a variety of media, both to deliver pedagogic material and to facilitate communication, does seem to enhance learning. Similarly, attitudinal studies appear to show that the greater number of channels offered, the more positive students are about their experiences. With regard to barriers to completing courses, the main problems appear to be family or work obligations.

The research work this review seeks to consider is examining “on‐demand” showing of filmed lectures via a DiTV system. The literature on DiTV applications research, however, is dominated by studies of simultaneous viewing by on‐site and remote students, rather than “on‐demand”.

Current research being carried out by the authors should enhance the findings accrued by the literature, by exploring the impact of “on‐demand” video material, delivered by DiTV – something no previous research appears to have examined.

Discusses different electronic systems and their exploitation for distance education, and cross‐references these with several aspects evaluated in the literature: achievement, attitude, barriers to take‐up or success, to provide a holistic picture hitherto missing from the literature.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/EUM0000000000565. When citing the article, please cite: R. Hedley Sanderson, Roderick J. Brodie, Arch G. Woodside, (1989), “Measuring Channel Sensitivities to New Industrial Service Designs: Managerial Implications”, European Journal of Marketing, Vol. 23 Iss: 4, pp. 50 - 59.

Neurodiverse conditions, or developmental disorders, are neither well-known nor understood by the general population in Trinidad and Tobago. Awareness of, or sensitivity toward, children with autism spectrum disorder (ASD), in particular, is lacking in Trinidad and Tobago. Generation A is those persons who will reach adulthood in the next decade or so and be seeking employment opportunities. Given the current challenges faced by persons with ASD in securing and maintaining employment and the fact that this is a generally underexplored area of research, focusing on Generation A provides an opportunity to explore what provisions are in place for individuals with ASD to assist with future transitions into the workplace in Trinidad and Tobago. This chapter focuses on the existing policy, legal, and institutional framework in Trinidad and Tobago for ASD in the workplace, with particular reference to Generation A, to determine how it is currently addressed and what accommodations are being made to facilitate this demographic. A review of ASD-related data and select, relevant policy, law and institutions in Trinidad and Tobago has revealed that very few preparations, if any, are being made to facilitate Generation A individuals' entry into the workplace. The most relevant sector for addressing ASD needs falls to the NGO movement, but these organizations do not focus on employment preparation. Several recommendations for the key stakeholders in this process have been made that can assist in this regard.

The tendency to study autistic children has resulted in the lack of research about autistic seniors. This chapter begins by showing the results of two studies that have measured the volume of research about autistics based on age brackets. Two factors that have hampered research about autistic seniors are then presented. This chapter then concludes by highlighting seven topics where more research can be conducted about autistic seniors. These topics are research about their physical health, cognitive abilities, mental health, employment, transport, healthcare and specific issues relating to autistics residing in a nursing home/aged care facility.

The original contribution that this chapter makes to autism spectrum research is to examine the imbalance in research between autistic children and autistic seniors and to provide several suggestions where more research can be conducted about autistic seniors.

The expectations of users of financial statements have risen in recent years and this phenomenon has impacted directly on auditors who are now becoming increasingly prone to third party action. The duty of care expected of an auditor has been established for some time and has been refined by a number of judgments over the years. In respect of possible third party liability, the concepts of special relationship, proximity and reasonable foreseeability have been examined by the courts through various cases. Despite the principles established in the widely reported British Caparo case, recent legal developments in Australia have cast doubt on its significance in protecting auditors from third party action. The potential for third party liability is an issue that will remain a continuing concern for auditors in the foreseeable future.

Over the course of time, more and more women have been joining the labor force, achieving meaningful roles and managerial positions. The purpose of this paper is to examine contemporary meaning of work (MOW) among men and women in different organizational statuses and the impact of other demographic factors on the MOW dimensions.

Out of 1,201 participants that filled out the MOW questioner, 908 were employed in organizations as middle managers (118 men and 67 women) or junior managers (120 men and 97 women) and workers (208 men and 298 women).

No differences were found between men and women middle managers regarding MOW dimensions. It was found that the higher the organizational status, the higher the work centrality and intrinsic orientation and the lower the economic orientation, among both men and women. Regression analysis reveals that demographic variables have a low impact on the MOW dimensions and hardly explain the differences among men and women.

The understanding of contemporary MOW similarities and differences among men and women according to organizational status and the impact of varied demographic variables on those differences can influence the way organizations consider men’s and women’s (both managers and workers) needs in their working life, with implications for their satisfaction and productivity.

While there are various studies about gender differences regarding work values and the MOW, not a single study focusing on the differences in the MOW between managers and workers according to gender was found.

Generation A, the number of people with autism spectrum disorder (ASD) entering the workforce in the next decade is expected to increase. However, the employment rate of people with ASD is still very low, and the access to services and support for them is inadequate globally. The research is very limited on understanding neurodiversity-based employment and its success factors. This study aims to fill this important gap via exploring the current inclusive human resource practices being adopted by neurodiversity champion companies. Interviews were conducted with six Irish organizations to identify their neurodiversity and autism practices.