神经发散性人力资本福祉的AMO视角

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR
Joanna Maria Szulc, J. Davies, M. Tomczak, Frances-Louise McGregor
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引用次数: 18

摘要

目的现有的管理研究和管理实践经常忽视高功能神经分化员工的高于平均水平的人力资本、他们在工作场所的主观幸福感和绩效结果之间的关系。本文呼吁通过将有利于神经多样性的政策和实践纳入主流,更多地关注与神经多样性相关的隐性人力资本。设计/方法论/方法借鉴能力、动机和机会(AMO)框架,这篇概念性论文整合了对员工神经多样性和幸福感的研究,为工作场所神经分化的少数群体提供了人力资源系统水平和人力资本发展政策、系统和实践的模型。研究结果表明,工作场所的神经多样性和生物多样性一样,是一种自然现象。对于主观的个人心理和组织幸福感,神经分化型员工需要有同理心的文化和尊重认知差异的创新人才管理方法。实际含义神经分化型人力资本开发和决策者有理由在神经分化型个人失业率相对较高的背景下促进包容性就业和体面工作。独创性/价值本文将当前关于组织平等、多样性和包容性的辩论扩展到对高功能神经分化工人工作场所幸福感的考虑。它呼吁对有神经发育和认知障碍的员工进行更公平和富有同情心的投资。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
AMO perspectives on the well-being of neurodivergent human capital
PurposeExisting management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices.Design/methodology/approachDrawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace.FindingsThis paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences.Practical implicationsThe case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals.Originality/valueThis paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.
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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
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