<i>“At Home with My Sausage Dog”</i> : Extending the Job Demands-Resources Model to Autistic Employees Working Flexibly

Introduction: In recent decades, digital transformation and digital technologies have increasingly enabled flexible working arrangements. Internationally, the COVID-19 pandemic contributed significantly to a surge in flexible working arrangements. Paralleling these changes in the nature of work, the momentum of neurodiversity initiatives has resulted in more organizations recognizing the benefits of recruiting neurodivergent talents, many of whom have flexible working arrangements. While these arrangements have been associated with various positive outcomes, it is important to recognize that they may not be universally advantageous for autistic employees. Methods: This study adopted a qualitative descriptive design. Based on interviews with autistic employees and supervisors/line managers of autistic workers in flexible working arrangements ( N = 18) across various industries in Australia, we identified the benefits, challenges, and necessary supports for autistic employees working flexibly. Utilizing a Job Demands-Resources (JD-R) perspective, we identified the essential components under job resources, personal resources, job demands, and personal demands important for autistic employees working remotely. Results: We identified eight main themes related to benefits and eight related to challenges, along with 13 themes categorized across organizational, team, and individual levels that facilitate flexible working arrangements. These themes were associated with job and personal resources, as well as job and personal demands, according to the JD-R model. Conclusion: Drawing from the research findings and utilizing the JD-R perspective, our framework advances our knowledge of flexible working arrangements theory, identifying best practices for enhancing the well-being and productivity of autistic employees in flexible working arrangement settings, informing the creation of diverse and productive work environments for autistic employees. This framework has the potential to equip managers, autistic employees, and stakeholders with practical tools and insights contributing toward further inclusion of autistic workers in employment.