Understanding job satisfaction of Dutch employees with disabilities: socio-ecological influences and relations with general wellbeing.

Abstract

Background: The current study aimed to investigate factors influencing the job satisfaction of Dutch persons with disabilities. The factors were identified using the Socio-Ecological Model (SEM) that allowed the inclusion of non-work-related factors, thereby contributing to the research gap. Factors on the intrapersonal, interpersonal, organizational and policy level were identified. Additionally, it was examined whether job satisfaction influenced the general wellbeing and whether job satisfaction mediated any direct effects between the SEM factors and general wellbeing. Method: The existing dataset ‘’Partially disabled employees in the Netherlands: dealing with a double role’’ (van Wel, Knijn, Abma & Peeters-Bijlsma, 2012) was used to test the hypotheses. The target population (N = 772) consisted of ‘WGA’ disability benefit recipients. Hierarchical Multiple Regression Analysis (MRA) tested the predictors of job satisfaction. Moreover, a mediation analysis tested direct and indirect effects. Results: Results from the MRA showed that desire to work, work ethic, work sphere support, social support, institutional pressure and acceptance for pressure significantly influence job satisfaction. Unexpectedly, the output showed no relation between job satisfaction and wellbeing. Consequently, there was no support for any mediation effects, however, some direct effects between the SEM factors and general wellbeing were identified. Discussion: The desire to work, social support and institutional pressure related to job satisfaction as was hypothesized. Possible explanations for the remaining unexpected outcomes have been addressed. This study contributed to the research field by testing the robustness of a holistic model. Future researchers are advised to further expand on non-work-related factors, for example by including community factors. In addition, improvements for sampling and operationalization methods have been suggested. Finally, the current study advises policymakers to increase job satisfaction by lowering institutional pressure and enhancing social support and the desire to work.