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Inputs and outcomes: what do staff in services for people with intellectual disabilities perceive they bring to and receive from their work-based relationships?
- Authors:
- DISLEY Philip[, HATTON Chris, DAGAN Dave
- Journal article citation:
- Journal of Intellectual Disabilities, 16(4), December 2012, pp.297-306.
- Publisher:
- Sage
- Place of publication:
- London
A number of studies involving staff working in services for people with intellectual disabilities have used equity theory as a theoretical framework. According to this theory, individuals evaluate their social relationships by comparing their perceived ratio of outcomes to inputs to the corresponding ratio of a comparison other. Inputs and outcomes are defined, respectively, as what an individual perceives they give to and receive from a particular social relationship. Within the work context, examples of inputs include age, education, skills, personal appearance, experience and effort. Examples of outcomes include pay, status symbols, fringe benefits, monotony and job security. Little is known about what constitute inputs and outcomes for staff working in services for people with intellectual disabilities. Semi-structured interviews were conducted with 15 NHS staff working in specialist, domiciliary, residential and community support services for adults with intellectual disabilities. The interviews were carried out in the first half of 2008. Data were analysed using template analysis. A wide range of inputs and outcomes was identified. These were grouped under high-level themes relating to relationships with their employers, their co-workers and the service users.