Treatments, Perceived Stigma, and Employment Outcomes among Substance Abusers in China

Employment is a vital component of a substance abuser’s recovery, but little is known about how stigma affects employment for substance abusers receiving treatment. The current study investigates the effects of stigma and treatment on employment in the Chinese context. Using a sample of substance abusers (N = 3, 978), multiple logistics regressions with moderation effects were employed. The findings show that treatments positively reduce confirmative experiences of anticipated stigma, and promote employment only when respondents do not perceive stigma. The findings highlight the impact of perceived stigma on limiting substance abusers’ chances of being employed, implying that eliminating stigma is the foundation for recovery. Possible strategies that can be explored for reducing stigma are discussed.

The Influence of State-Level Contextual Factors on State/Federal System Vocational Rehabilitation Employment Outcomes for Persons With Traumatic Brain Injury

The purpose of this exploratory study was to develop a preliminary understanding of the influence of state-level contextual factors predictive of employment outcomes for State/Federal Vocational Rehabilitation System (State VR) participants with traumatic brain injury (TBI). Participants were 5,213 individuals with TBI with Individualized Plans for Employment closed during Federal Fiscal Year 2016. A four-step hierarchical logistic regression model (5.6% explained variance) containing five demographic, three state-level economic, six state TBI service climate, and nine State VR service variable expenditures correctly classified 57.0% of cases as attaining or not attaining an employment outcome at closure. Significant predictors associated with an employment closure were (a) education, veteran status, and presence of a secondary area of disability impairment; (b) state-level per-capita income; (c) State VR specialized acquired brain injury (ABI)/TBI service and state TBI Implementation Partnership grant funding; and (d) State VR service expenditures on diagnosis and treatment, occupational or vocational training, on-the-job training, job readiness training, transportation, maintenance support, and benefits counseling. The practice, policy, and research implications of these findings are presented.

Reducing search barriers for job seekers

Programs focused on reducing job search barriers often improve job seekers’ employment outcomes. These programs can help job seekers increase their search effort, identify where and how to look for jobs, surmount geographic and financial obstacles to finding a job, and communicate qualifications to employers.

Using State Workforce Data to Report Graduate Outcomes

Survey methodology is the dominant approach among universities in the United States for reporting employment outcomes for recent graduates. However, past studies have shown that survey methodology may yield upwardly biased results, which can result in overreporting of employment rates and salary outcomes. This case study describes the development and application of an alternative reporting methodology, by which state wage records are analyzed to determine employment and salary outcomes for recent graduates. Findings at Western Washington University suggest the significant sample sizes that can be achieved using wage record methodology may provide a more reliable option than survey methodology for accurately reporting graduate outcomes.

Disability and Precarious Work

This chapter examines the prevalence, causes, and consequences of precarious work among people with disabilities. New US evidence from the government’s Current Population Survey, and reviews of prior studies, show that workers with disabilities are more likely than those without disabilities to be in precarious jobs. This is explained in part by many people with disabilities choosing precarious jobs due to the flexibility these jobs can provide. Other people with disabilities, however, face prejudice and discrimination in obtaining standard jobs and must resort to taking precarious jobs with less security, lower pay and benefits, little or no training and opportunities for advancement, and few, if any, worker protections. Workers with disabilities tend to have worse outcomes on these measures than workers without disabilities in every type of employment arrangement. The disability pay gap is higher in precarious jobs than in full-time permanent jobs. The mixed evidence suggests that precarious jobs create good employment outcomes for some workers with disabilities but bad outcomes for others. While continued efforts are needed to decrease barriers to traditional employment for people with disabilities, efforts are also needed to bring higher pay and greater legal protections to precarious workers, which would especially benefit workers with disabilities.

Human Capital and Employment Outcomes Among Foreign Educated and US Nurses Working in Long Term Care

Employing Foreign Educated Nurses (FENs) helps address Registered Nurse (RN) shortages in long-term care (LTC) in the United States (US). However, examination of factors explaining differences in their employment outcomes relative to US Educated Nurses (USENs) is limited. This study uses 2018 National Sample Survey of Registered Nurses data to compare income, work hours, job satisfaction, and human capital, defined as personal characteristics (knowledge, work experience) and behaviors (job mobility), of FENS and USENs working full-time in LTC. A human capital score, consisting of highest nursing education, skill certifications, state licensures, years of experience, multi-state employment history, and multi-lingual status was constructed. Covariates included nurse demographics, direct care role, and ability to practice to full scope. Covariate-adjusted group differences in employment outcomes and human capital were compared using ANCOVA and logistic regression. Mediation analyses explored whether human capital explained FEN vs USEN differences. FENs earned higher hourly wages (p=0.0169), worked fewer hours annually (p=0.0163), and reported greater human capital (p<.0001) compared to USENs. FENs and USENs, however, had similar annual salaries (p=0.3101) and job satisfaction (p=0.1674). Human capital mediated FEN vs USEN effects on hourly wages but not annual work hours. FENs’ higher levels of human capital partially account for FEN vs USEN differences in hourly wages. Application of the human capital concept advanced our ability to examine differences in employment outcomes and highlight aspects of the value that FENs contribute to LTC settings.