The nature of work is changing, along with the composition of the U.S. workforce. Information technology and communication systems are altering conventional views of workplace location. Employees are seeking work flexibilities, such as telework, that will allow them to better balance their personal lives and professional careers. Persons with disabilities often require work flexibilities to be effective in or to return to the workplace. Despite the progress made since the passage of the Americans with Disabilities Act (ADA) in 1990 and the subsequent implementation of work flexibilities, people with disabilities still experience unemployment at a rate far above the national average (U.S. Equal Employment Opportunity Commission [EEOC], 2005). This study investigated the relationship between telework and the employment and work retention for persons with disabilities. Mixed methods were used in the study. Six nondisabled managers agreed to face-to-face interviews and 20 persons with disabilities participated in an online survey. The results revealed that telework did not impact the employment and work retention differently for persons with disabilities. Telework policies and/or programs provided work/life balance for all eligible employees, disabled and nondisabled. The results of this study also revealed the need for more studies on the relationship of work flexibilities for persons with disabilities.
|Subjects||Management; Organizational behavior|
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