Predicting and Assessing Work Performance of People with Limited Work Capacity (LWC): A Multi-Wave, Multi-Source Study
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Predicting and Assessing Work Performance of People with Limited Work Capacity (LWC): A Multi‑Wave, Multi‑Source Study Gemma M. C. van Ruitenbeek1,2 · Fred R. H. Zijlstra1 · Ute R. Hülsheger1
© The Author(s) 2020
Abstract Purpose Occupational integration is vital for the health of all people, also for people with Limited Work Capacity (LWC). Therefore, participation in regular work is a legal right for people that are restricted in their work capacity due to a disability and/or lack sufficient education. Full and effective integration is dependent on the person-job fit, and adequate vocational support should focus on meeting performance standards, as is common practice in traditional personnel selection and development programmes. Despite the huge amount of valid instruments for personnel selection and development, these tests are not suitable people with LWC. Recently, an instrument was developed for assessment and development purposes specifically for this target group. That study provided evidence for reliability and dimensionality this instrument. In our study, we add criterion-related measures to this instrument to demonstrate that assessment at T1 predict performance at T2, thus validating the instrument. Method We conducted a four-source data study, two sources for independent and two for outcome variables, to test the predictive validity of this instrument in a multi-wave setup. Results This study largely supports the validity of the instrument in predicting work behaviour and task performance of people with LWC. More specific, when measures are tailored to this target group, this group is able to predict their work behaviour and task performance accurately just like the general population. Conclusion We conclude that this instrument contributes to science, vocational support practices, and the personal and professional development of people with LWC, which is required for sustainable work. Keywords People with disabilities and limitations · Work behaviour · Task performance · Personal and professional development · Multi-source feedback
Introduction The psychological value of paid employment has been acknowledged for decades [1–3]. Employment is generally viewed to be conducive to mental health [4–6], whereas unemployment is associated with impaired mental health [6–10], with lower physical health [11], and with social isolation [12]. Employment should never be taken for granted, especially not for people with disabilities. The employment rate of people with disabilities remains far below that of people without limitations [13, 14], despite all public policies * Gemma M. C. van Ruitenbeek [email protected] 1
Department of Work and Social Psychology, Maastricht University, Maastricht, The Netherlands
Department of Work and Social Psychology, Faculty of Psychology and Neuroscience, Maastricht University, P.O. Box 616, 6200 MD Maastricht, The Netherlands
2
and legislations aimed at enabling workplace inclusion of people with disabilities [15]. We are referring to a gr
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