Saturday 25 July 09:50
- 11:20
Hall: 03 - Volta
Chair and Presenter:
Martínez-Corts Ines
Co-Chair:
Moliner Carolina
Division: Division 1: Work and Organizational Psychology
With a focus on vulnerable individuals, along the five studies we examine how working
conditions (demands, resources, support, etc.) impact the psychological well-being and
professional development of people in vulnerable situations, whether due to disability,
intellectual disability (ID), precarious work, limited work capacity, or challenging conditions in
the long-term care (LTC) sector. Each study aims to understand how psychosocial and
organizational factors affect these vulnerable groups, with the goal of identifying strategies and
resources that can improve their well-being, employability, and job satisfaction.
More concrently, by applying the Job Demands-Resources model, the researcb by De Carlo
provides empirical evidence on how acceptance of disability contributes to the psychological
well-being of individuals with disabilities, both employed and unemployed. The study by van
Ruitenbeek, highlights the role of workplace acceptance and support in fostering the cognitive
and work behavior development of individuals with limited work capacity (LWC), emphasizing its impact on employability and growth over time. The research by Cuinen explores whether
precarious work can be a stepping stone or a stumbling block to more stable employment,
examining the experiences of workers in domestic cleaning in Flanders through the lens of
Conservation of Resources Theory. The study by Martinez-Corts examines the psychosocial and
organizational factors impacting the well-being of long-term care workers in Europe,
highlighting how job demands, resources, and vulnerabilities—especially among women and
migrant workers—affect stress, burnout, and job satisfaction. Finally, the study by Moliner on
inclusive leadership underscores its importance in promoting the autonomy of employees with
ID. Inclusive leadership not only enhances autonomy but also shapes positive attitudes toward
hiring individuals with similar profiles, creating a more diverse and inclusive work environment.
This emphasis on leadership can be extended to other work contexts, such as LTC and
precarious work, where leadership can mitigate negative working conditions and improve job
satisfaction.
The integration of these studies emphasizes the need for inclusive leadership and supportive
work environments to foster the well-being and professional growthofvulnerable workers.By
focusingonautonomy,workplacesupport,andacceptance,organizationscancreateconditions
thatreduceburnout,improvejobsatisfaction,andpromotediversehiringpractices.Ultimately,
thesefindingscallforcomprehensivestrategiestoimproveworkingconditionsandinclusivity
acrossdifferentsectors,ensuringthatvulnerableindividualscanreachtheirfullpotentialin the
workforce.
