My dissertation is published! I’m officially Dr. Edwards!

So happy to be able to share that my dissertation has been published, and I’m officially graduated!

If you’re interested in reading my dissertation (or at least the abstract), it’s available to download for free, here:

If you cite me, please use this format:

Edwards, A. V. “Neurodiversity and Workplace Social Capital Effects on Employee Attitudes and Intentions” (2021). Walden Dissertations and Doctoral Studies. 9938.

I also have this linked to one of my projects on ResearchGate

Neurodiversity and W ersity and Workplace Social Capital E orkplace Social Capital Effects on Emplo ects on Employee Attitudes and Intentions – link below.

ResearchGate Project Link:

For quick reference, here is the abstract:

Neurodivergent employees have higher turnover rates than their neurotypical peers, andmuch remains unknown about how to improve their workplace experience. The purpose of this quantitative study was to examine the relationships between neurodiversity and workplace social capital on job satisfaction and turnover intent. Social cognitive career theory (SCCT) informed the study design. Working adults (N = 1,243) in the United States recruited using convenience sampling and MTurk participated through an anonymous online survey. Data analysis was conducted using three-way ANOVA and mediation. Significant three-way interactions were found between gender, job classification, and likelihood of having attention deficit hyperactivity disorder (ADHD) on three separate dependent variables: workplace social capital, job satisfaction, and turnover intent. The relationships between neurodiversity symptomology and both job satisfaction and turnover intent were significantly mediated by workplace social capital. These findings add to the body of knowledge in understanding differences between individual workplace experiences relative to worker neurodiversity which can inform HR practice and workplace training and retention initiatives. This study may support social change by encouraging greater consideration of adult ADHD, neurodiversity and workplace social capital within diversity and inclusion (D&I) research and workplace initiatives.

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