Hiring Agents’ Beliefs: A Barrier to Employment of Autistics

Angela Marie Mai

SAGE Open, 2019, vol. 9, issue 3, 2158244019862725

Abstract: Capable, qualified, and working-age (18-65) autistic adults experienced an 83% unemployment rate in the United States in 2017 resulting in extreme poverty and severely decreased quality of life. Research dating from 1957 to 2016 inferred hiring agents’ beliefs were the cause. In this multiple regression study, the nature of the relationship between hiring agents’ beliefs and their selection of qualified autistic candidates was explored through Ajzen’s theory of planned behavior to determine what hiring agent’s beliefs, if any, influence the selection of qualified autistic candidates to fill open positions. I used the Hiring Agent Survey Regarding Selection of Qualified Autistic Candidates to anonymously gather data from hiring agents throughout the contiguous United States. Known values of the independent variable, the beliefs influencing hiring agents, were summed and clustered against the TPB-predicted, percentage-based, continuous-level dependent variable, which was hiring agents’ selection of qualified autistic candidates. This statistically significant regression analysis, F (45, 73) = 36.067, p

Keywords: diversity; socioeconomic; unemployment; autistic; hiring; organizational policy; public policy (search for similar items in EconPapers)
Date: 2019
References: View complete reference list from CitEc
Citations: View citations in EconPapers (2)

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Persistent link: https://EconPapers.repec.org/RePEc:sae:sagope:v:9:y:2019:i:3:p:2158244019862725

DOI: 10.1177/2158244019862725

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