Clinical trial NCT04107064: Achieving Steady Work Among Adults With Autism Through Specialized Employment Program
Official title: Achieving Steady Work Among Adults With Autism Through Specialized Employment Program
Study type: INTERVENTIONAL
Overall status: RECRUITING
Phase: NA
Conditions: Autism Spectrum Disorder
Autism
Keywords: Neurodiversity
ASD
Employment
Neurodiverse
Lead sponsor: Stanford University
Sponsor class: OTHER
First posted: 2019-09-27
Enrollment: 80
Sex: ALL
Minimum age (years): 18
Maximum age (years): 55
Standard ages: ADULT
Accepts healthy volunteers: yes
Allocation: RANDOMIZED
Intervention model: PARALLEL
Primary purpose: TREATMENT

Brief summary: Individuals with autism spectrum disorder (ASD) have significantly higher levels of unemployment and underemployment compared to their typically developing peers and all other groups with neurodevelopmental disorders, even though major companies that have employed and trained young people with ASD acclaim their significant innovations in their companies. The investigators hope to examine the effects of specialized employment support programs, over current traditional vocational rehabilitation approaches, for adults with ASD on their ability to maintain steady employment and overall benefit to the organizations at which they will be employed.

The investigators predict that Stanford University's Neurodiversity at Work (NaW) Program will improve employment outcomes and positively impact the overall quality of life of individuals with ASD in this program. The investigators hope that the findings of the study will lead to the advancement of programs aimed to support individuals with ASD.

Detailed description: To date, there has been limited research examining effects of specialized employment support programs (such as Stanford's Neurodiversity at Work) for adults with ASD. Results from this study will have substantial positive impact on the field because they will significantly elevate the investigators' understanding of the factors involved in successful employment and QoL outcomes in individuals with ASD. Furthermore, understanding the trajectories of psychiatric symptoms, employment outcomes and QoL will facilitate the development of educational tools, training materials and intervention tools to help in improving overall outcomes of individuals with ASD.

The study has four specific aims that the investigators hope will contribute towards the advancement and proliferation of programs, such as Stanford's Neurodiversity at Work (NaW) aimed to support individuals with ASD, both in in the workplace and beyond.

The investigators' first aim is to compare job retention rates resulting from NaW starting before onboarding and NaW starting 6 months after onboarding (NaW-DS) for adults with ASD, as well as compare duration of sustained employment for NaW and NaW-DS (NaW-delayed start).

The second aim is to compare the change in QoL between NaW and NaW-DS for adults with ASD at month 15 past onboarding. The investigators predict that NaW will result in a higher QoL, as measured by the World Health Organization Quality of Life assessment (WHOQOL-100), in adults with ASD, compared to NaW-DS. The investigators also have an exploratory aim of determining costs of employee turnover achieved from the NaW and NaW-DS, as well as comparing rates of job offers between specialized internship programs (IP) and specialized pre-employment training programs (PT).

Additionally, behavioral assessments will be administered to participants throughout the duration of the study as additional exploratory measures.

Results from this study will provide an evidence base for the understanding of trajectories of psychiatric symptoms, employment outcomes and QoL will facilitate the development of education tools, training materials and intervention tools to help improving overall outcomes of individuals with ASD.

Eligibility criteria: Inclusion Criteria:

* Moderately functioning group of participants:

  * Males and females with ASD
  * Between the ages of 18-55
  * No significant current psychosocial stressors per history
  * Able to travel to work independently
  * Attended either an internship program, pre-employment training, or both
  * Possess an IQ between 60 and 90
* High functioning group of participants:

  * Males and females with ASD
  * Between the ages of 18-55
  * No significant current psychosocial stressors per history
  * Able to travel to work independently
  * Attended either an internship program, pre-employment training, or both
  * Possess a college degree
  * Possess an IQ of 90 or above

Exclusion criteria:

* DSM-5 diagnosis of other severe psychiatric disorder such as bipolar disorder or schizophrenia.

Primary outcomes:
measure: Job Retention Rates
timeFrame: Before onboarding for NaW arm; 6 months after onboarding for NaW-DS arm; 15 months after onboarding for both arms.
measure: Duration of Sustained Employment
timeFrame: 15 months after onboarding.
measure: Costs of Employee Turnover
timeFrame: 15 months after onboarding.
measure: Rates of Job Offers
timeFrame: 15 months after onboarding.
measure: World Health Organization Quality of Life Assessment [WHOQOL-100]
timeFrame: At screening, 3 months after onboarding at job position, 6 months after onboarding, 12 months after onboarding, 15 months after onboarding, 18 months after onboarding.
Secondary outcomes:
measure: Maslach's Burnout Measure
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Meyer and Allen's Affective Commitment Measure
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Eisenberger's Perceived Organizational Support
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Morgensen and Humphrey's Job Characteristics (WDQ)
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Judge's Global Job Satisfaction
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: MOAQ Subscale: Intent to Turnover
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Work Motivation and Engagement (UWES)
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: ANZ Financial Well-being Scale
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
Other outcomes:
measure: Rosenberg Scale of Self-Esteem
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Social Phobia and Anxiety Inventory
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Test of Young Adult Social Skills Knowledge
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Autism Spectrum Quotient
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
measure: Patient Health Questionnaire (PHQ-9)
timeFrame: Baseline, 6 months after onboarding, 12 months after onboarding, and 18 months after onboarding.
Locations:
city: Palo Alto
country: United States
facility: Stanford University School of Medicine
state: California
Study officials:
affiliation: Stanford University
name: Lawrence Fung, MD, PhD
role: PRINCIPAL_INVESTIGATOR
References: