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Dissatisfaction with one's job is an important consideration in vocational rehabilitation (VR) services because it is an early warning sign that vocational closures are in jeopardy. Specifically, dissatisfaction with employment is related to absenteeism, turnover intentions (i.e., thinking about quitting), turnover (Moore, 1998; Perry, Hendricks, Broadbent, 2000), and disability retirement (Krause et al., 1997). In addition to diminishing the long-term cost-effectiveness of VR services, voluntarily leaving employment has devastating effects on the individual. Premature job loss threatens both the economic self-sufficiency and the psychological well-being of the person (Kirsch, 2000; McReynolds, 2001; Szymanski & Hershenon, 1998), sometimes referred to as the intended and unintended outcomes of employment, respectively (Jahoda, 1981 as cited in Merz, Bricout, & Koch, 2001). Consistent with recommendations that it operate from a new paradigm (Habeck, 1999), the VR program should address concerns about job satisfaction in the workplace as soon as possible so that individuals with disabilities or chronic illnesses can resolve those issues before losing their jobs or voluntarily leaving them (Roessler & Rumrill, 1995; Szymanski, 1999). Certainly, the best employment strategy for people with disabilities is to ameliorate job dissatisfaction before a job is lost in the first place (Habeck, 1999), although feasibility research suggests that special efforts are required to encourage individuals with chronic illnesses to participate in early intervention programs at the worksite (LaRocca, Kalb, & Gregg, 1996). In order to design appropriate interventions to help employed people with disabilities maintain their employment, rehabilitation professionals must understand the factors affecting job satisfaction. The purpose of this study is, therefore, to identify factors affecting the job satisfaction of employed individuals with multiple sclerosis (MS) and to discuss the implications of those findings for on-the-job rehabilitation services. Literature Review Employment among Adults with MS The need to implement this study with employed adults with MS is evident in the employment statistics for this group. Although approximately 60% to 80% of adults with MS are unemployed (LaRocca, 1995; Rumrill & Hennessey, 2001), the vast majority of them have held jobs in the past. Jackson and Quaal (1991) reported that 91% of the individuals with MS in their sample had an employment history. Approximately 60% of people with MS are employed at the time of diagnosis, but only 20% to 30% are working 10 to 15 years later, with the majority leaving work in the first five years (LaRocca et al., 1996). Furthermore, in other studies, researchers have found that 40% to 50% of unemployed individuals with MS desired to resume employment (Gordon & Feldman, 1997). Thus, the high unemployment rate among adults with MS is occurring in a group of individuals who have a positive work history, a strong work ethic, and a desire to resume their employment. Rehabilitation interventions that ameliorate dissatisfying conditions in one's job can, therefore, contribute significantly to the lives of many employed adults with MS by helping them maintain a salient and valued social role, namely that of a worker. Factors Affecting Job Satisfaction Szymanski and Hershenson (1998) defined job satisfaction as an outcome resulting from the interaction of several variables. For people with disabilities or chronic illnesses, three factors can affect satisfaction with employment--extrinsic factors such as wage and salary levels (Bokemeier & Lacy, 1986), chronic illness or disability factors affecting one's ability to perform work tasks (Hershenson, 1996), and subjective factors such as perceived job match and job tenure (Dawis, 2002). According to Bokemeier and Lacy (1986), the most basic theory regarding job satisfaction is that workers are satisfied if their jobs provide what they desire, and certainly the amount and perceived adequacy of financial remuneration is one concrete way in which employment helps people meet their needs. …
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