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The Double Empathy Problem and Person‐Environment Fit: Mutual Understanding and Bidirectional Adjustment in Autistic Talent Acquisition
16 references·0 citing·50 second hop
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References

  • 1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS4,837 cited
  • 2012On the ontological status of autism: the ‘double empathy problem’2,066 cited
  • 2012Hiring as Cultural Matching1,241 cited
  • 2017Finding Theory–Method Fit: A Comparison of Three Qualitative Approaches to Theory Building1,197 cited
  • 1984Changing Interpretive Schemes and Organizational Restructuring: The Example of a Religious Order1,032 cited
  • 2007Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models629 cited
  • 2019The AASPIRE practice-based guidelines for the inclusion of autistic adults in research as co-researchers and study participants545 cited
  • 2009What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance.430 cited
  • 2003Energize Your Workplace: How to Create and Sustain High-Quality Connections at Work353 cited
  • 2021Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range.342 cited
  • 2010The Organizational Socialization Process: Review and Development of a Social Capital Model340 cited
  • 2009Bridging the Rigour–Relevance Gap in Management Research: It's Already Happening!303 cited
  • 2017Neurodiversity as a Competitive Advantage266 cited

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The advantages and challenges of neurodiversity employment in organizations
220 cited
  • 2017100 years of applied psychology research on individual careers: From career management to retirement.205 cited
  • 2017Employers’ perception of the costs and the benefits of hiring individuals with autism spectrum disorder in open employment in Australia196 cited
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