What Kept the Boat Afloat? Sustainability of Employment in Knowledge-Intensive Sectors Due to Government Measures during COVID-19 Pandemic

The COVID-19 pandemic has exposed new aspects of sustainable entrepreneurship and the resilience of SMEs in the conditions of individual countries. This empirical study contributes to entrepreneurship sustainability literature and business resilience literature by estimating the impact of various utilized internal crisis management tools and state compensation measures on retaining the pre-crisis levels of employment after two waves of the pandemic on the conditions of a V4 country. The study adopts an econometric approach towards assessing the influence of key factors of mitigating the problems caused by the pandemic, and the results suggest a crucial role of digitalization, internal policies optimizing variable costs, and utilization of direct governmental supportive measures to compensate for restrictions in force for employment retention in knowledge-intensive SMEs. According to the results, knowledge-intensive SMEs appears to have increased resilience towards economic shocks due to the capability to swiftly change the management of ventures to adapt to a crisis.

Personal Characteristics Associated with Working After Disability Onset for People with Visual Impairments

Introduction: This study utilized data from the 2014 Survey of Disability and Employment (SDE) to examine personal characteristics that influenced employment after disability onset for people who are visually impaired (i.e., those who are blind or have low vision). Method: The selected sample from the SDE data set included 131 individuals who are visually impaired, had disability onset after age 14 years, and worked before their disability onset. Logistic regression was used to examine working after disability onset associated with age at disability onset, years since disability onset, gender, race, education, receipt of government disability benefits, self-reported health, encouragement received to work, additional disabilities, and the interaction between age at disability onset and years since disability onset. Results: Persons who were female, received government benefits, and had multiple disabilities were less likely to work after disability onset; persons who had more sources of encouragement were more likely to work after disability onset. Age at disability onset interacted with time since disability onset; as age increased, odds of working after disability onset increased but only for persons who had their disability for at least 4 years. Discussion: Persons with newly acquired disabilities may need time to adjust to their disability and learn new skills that allow them to continue employment. Information about how employment may influence receipt of government benefits would be helpful to persons evaluating their options regarding continuing employment. Implications for practitioners: A person who has not worked after recent disability onset may be adjusting to life with a disability and may return to work in the future. Encouragement to work from both service providers and family members made a meaningful difference in employment retention after disability onset, and this is an area that vocational rehabilitation professionals can influence.

Disclosing a Diagnosis in the Workplace: Perspective of People With Multiple Sclerosis

Background: Early withdrawal from the workforce is associated with a diagnosis of multiple sclerosis (MS), with employment retention rates also lower than in the general population. Despite legal requirements, equality in the workplace for people with MS has not been achieved. Disclosure of multiple sclerosis at work is essential for the implementation of accommodations enabling employment retention. Method: An interpretive descriptive study explored participants’ decision to disclose or not disclose their diagnosis of multiple sclerosis and the implications this had on work participation and working relationships. Semistructured interviews were used to collect data from 6 participants. Results: Three themes were identified, using a reflective approach to analysis, from the data: (a) Accommodations; (b) Workplace Relationships; and (c) Balancing Work and Home Life. Participants had mixed experiences of disclosing their diagnosis. Findings supported the implementation of workplace accommodations including physical, cognitive, and structural supports. Concealment of MS was associated with fear of workplace stigmatisation. Conclusion: Disclosure is multidimensional and subjective. It is based on personal, systematic, and social factors. This study was limited by the small number of participants and not including stakeholders in the creation of the topic guide. The results are important for those involved in supporting people with multiple sclerosis to remain in the workplace.

Using Administrative Data to Explore the Effect of Survey Nonresponse in the UK Employment Retention and Advancement Demonstration

Background: Even a well-designed randomized control trial (RCT) study can produce ambiguous results. This article highlights a case in which full sample results from a large-scale RCT in the United Kingdom differ from results for a subsample of survey respondents. Objectives: Our objective is to ascertain the source of the discrepancy in inferences across data sources and, in doing so, to highlight important threats to the reliability of the causal conclusions derived from even the strongest research designs. Research design: The study analyzes administrative data to shed light on the source of the differences between the estimates. We explore the extent to which heterogeneous treatment impacts and survey nonresponse might explain these differences. We suggest checks which assess the external validity of survey measured impacts, which in turn provides an opportunity to test the effectiveness of different weighting schemes to remove bias. The subjects included 6,787 individuals who participated in a large-scale social policy experiment. Results: Our results were not definitive but suggest nonresponse bias is the main source of the inconsistent findings. Conclusions: The results caution against overconfidence in drawing conclusions from RCTs and highlight the need for great care to be taken in data collection and analysis. Particularly, given the modest size of impacts expected in most RCTs, small discrepancies in data sources can alter the results. Survey data remain important as a source of information on outcomes not recorded in administrative data. However, linking survey and administrative data is strongly recommended whenever possible.

Overcoming Job Insecurity: Examining Grit as a Predictor

Advancing a nascent stream of research linking grit to employment retention, this article investigated how job insecurity interacted with a person’s level of grit to predict turnover intentions and career change intentions of hotel managers. Based on a confirmatory factor analysis, grit was found to be a valid higher order construct that had an effect on turnover and career change intentions, and the effect was moderated by feelings of job insecurity. Specifically, when hotel managers reported less job insecurity, grit did not have a significant association with turnover and career change intentions. However, when job insecurity levels increased, hotel managers who were grittier also reported lower levels of turnover and career change intentions.