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People with disabilities experience significantly lower levels of labor force participation than people without disabilities in the United States. Despite the focus on work promotion among this population, comparatively less is known about the factors promoting job retention among contemporary cohorts of young workers with disabilities. This study utilizes data from the National Longitudinal Survey of Youth 1997 (NLSY97) to examine the following: How do job characteristics differ by disability status? What job characteristics associate with the hazard of separation among young workers with disabilities? And, do the characteristics associated with the hazard of separation differ by disability status? The researcher utilizes Cox regression and longitudinal employment histories of workers from labor market entry through the early 30s. Results indicate that young workers with disabilities have a higher baseline hazard of separation than workers with disabilities—both overall and when considering voluntary and involuntary reasons for job exit. These results persist for involuntary separations (among those with serious disability) and voluntary health-related separations (among those with mild or serious disability) even after controlling for job characteristics. Employment benefits—including medical benefits, flexible scheduling, unpaid leave, and retirement—negatively associate with the hazard of separation for workers with disabilities. However, these effects persist for all workers, whereas job satisfaction, job sector, and work hours further condition the hazard of separation among workers with disabilities.

Citation

Shandra, C. (2018). State University of New York at Stony Brook. Job Characteristics and Job Retention of Young Workers with Disabilities. Chief Evaluation Office, U.S. Department of Labor.

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This study was part of the Department of Labor Scholars Program, and was produced outside of CEO’s standard research development process.