Beliefs Influencing Hiring Agents’ Selection of Qualified Autistic Candidates

Beliefs Influencing Hiring Agents’ Selection of Qualified Autistic Candidates by Angela Marie Mai MBA, Western Governors University, 2012 BS, Western Governors University, 2010 Dissertation Submitted in Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University May 2018 Abstract Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents’ beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents’ control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of planned behavior, conceptually crystallized with other validated theories; a representative, simple, random probability sample of hiring agents throughout the contiguous United States (n = 212) participated in this study. This model statistically significantly identified hiring agents’ beliefs influencing their selection of qualified autistic candidates to fill open positions (F(45, 73) = 36.067, p < . 001, adj. R = . 930). The inclusion of autistics in organizational diversity policies and practices (B = 0.266), overcoming dependability stereotypes (B = 0.195), and the fear of embarrassment (B = 0.187) were the most significant (p < .001) quantitative influencers. Participants (30%) qualitatively conveyed a desire for comprehensive autistic education. Future study should explore public policy aimed at organizational education relative to qualified autistic candidates. This increased scientific understanding could help develop expanded public policy leading to decreased unemployment rates for autistics, increased organizational performance for all business types, and improved socioeconomic stability across the nation resulting from increased economic contributions and decreased social service expenditures.Qualified and capable working age autistics face an 83% unemployment rate, thus, straining the economy and deteriorating their quality of life. This research examines potential contributing factors by inquiring what hiring agents’ beliefs may be influencing their selection of qualified autistic candidates. This quantitatively weighted, concurrent, mixed methods (QUAN > qual), multiple linear regression study measured the influence of hiring agents’ control, normative, and behavioral beliefs upon their selection of qualified autistic candidates. Through the theoretical lens of Ajzen's theory of planned behavior, conceptually crystallized with other validated theories; a representative, simple, random probability sample of hiring agents throughout the contiguous United States (n = 212) participated in this study. This model statistically significantly identified hiring agents’ beliefs influencing their selection of qualified autistic candidates to fill open positions (F(45, 73) = 36.067, p < . 001, adj. R = . 930). The inclusion of autistics in organizational diversity policies and practices (B = 0.266), overcoming dependability stereotypes (B = 0.195), and the fear of embarrassment (B = 0.187) were the most significant (p < .001) quantitative influencers. Participants (30%) qualitatively conveyed a desire for comprehensive autistic education. Future study should explore public policy aimed at organizational education relative to qualified autistic candidates. This increased scientific understanding could help develop expanded public policy leading to decreased unemployment rates for autistics, increased organizational performance for all business types, and improved socioeconomic stability across the nation resulting from increased economic contributions and decreased social service expenditures. Beliefs Influencing Hiring Agents’ Selection of Qualified Autistic Candidates by Angela Marie Mai MBA, Western Governors University, 2012 BS, Western Governors University, 2010 Dissertation Submitted in Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University May 2018 Dedication I dedicate this research to Gavin, Logan, and Walter Mai, as well as the many autistics who never give up. After Gavin’s diagnosis with Asperger’s Syndrome (now classified as an autism spectrum disorder), I delved into learning as much as I could about the frequently misconstrued disorder. I met a variety of people and studied a plethora of literature all indicating that employment was extremely challenging despite autistics’ often extremely high intellect. Most autistic adults face insurmountable difficulties gaining employment; yet, they keep trying. Though speculation existed, no one knew why employers do not hire autistics. Thus, the bravery and dedication of those struggling autistics drove me to research the problem, eventually leading to this study. To all those on the autism spectrum, diagnosed or not; I dedicate this study to you. May this research lead to better futures for you and yours. By improving your quality of life, we improve everyone’s! Acknowledgments Without my soulmate, Walter Mai, this research would go unfinished. Walter continually motivated me through medical, financial, and emotional challenges. Walter never lost faith in my ability to complete this doctoral-level scholarly research and gain my Ph.D. Walter truly is my best friend, partner in everything, and most significant source of inspiration! Thank you, Walter. Other family members also cheered me along the way and showed genuine interest, encouragement, and spurred me on. Whether caressed by the shimmer of the Violetmoon, motivated by the Socket Wrench and Squirrel running rampant in my life, inspired by Betty Boop enlightenment, or reinforced by the matriarchal Gail propelling me forward, the love of my family continually supported me. Cheers to those family members who always asked how my study was coming. Thank you. I thank all those associates and colleagues that aided and encouraged me. I thank Michael John Carley and Lee Grossman for always taking the time to respond to my countless emails. Though she did not live to see this work finished; this research would not be as comprehensive without the invaluable scholarly guidance of Dr. Fetter. Dr. Matarelli’s expert critique was vital. Dr. Ferreros’ statistical expertise was inestimable and Dr. Kilmnick’s content review irreplaceable. Thank you all!