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The purpose of this article is to describe the Illinois Work and Well-being Model (ILW2M), a multi-domain framework for conceptualizing the employment development of people with traumatic brain injuries (TBIs). The model emphasizes the interaction of contextual and career development domains to improve participation in the areas of work, society, community, and home. A brief discussion of potential implications regarding vocational rehabilitation research and service is offered with the overall goal of reinforcing employment development as the foundation of vocational rehabilitation services for adults with TBIs.

Objective: The purpose of this exploratory study was to examine the differences in levels of work personality for persons with psychiatric disabilities compared to persons with other types of disabilities., Participants: Seventy one adults eligible to receive Vocational Rehabilitation services participated; 30 reported a physical disability, 26 reported a psychiatric disability, and 15 reported a learning disability., Methods: Eligible participants were recruited through VR offices and volunteered to participate., Results: Results indicate that persons with psychiatric disabilities scored significantly lower on the Work Task and Social Skills subscales of the Developmental Work Personality Scale (DWPS) when compared to individuals with physical disabilities, but scored higher than individuals with physical and learning disabilities on the Role Model subscale., Conclusions: The results of this study provide some initial clarity regarding developmental work personality differences among three broad categories of disability. Recommendations for future research are provided.

Due to the current demands of today's competitive and team-oriented workplaces, organizations are becoming increasingly dependent on assessing potential and current employee traits that go beyond skills and education. Contextual work behaviors, such as getting along with others, accepting supervision, and ability to adapt to changes, are proving to be salient factors in predicting overall successful employment outcomes. These contextual behaviors are often learned in childhood during the school years and by watching parents and role models demonstrate behaviors related to work. Individuals with psychiatric disabilities often have a harder time than individuals who do not experience symptoms of psychiatric disabilities demonstrating positive contextual work behaviors. This paper will outline the importance of evaluating work personality using the Developmental Work Personality Scale for individuals with psychiatric disabilities.

Research has suggested that individuals who experience work related injuries may be at an increased risk for developing trauma symptoms or Posttraumatic Stress Disorder (PTSD). The purpose of this article is to provide a brief overview of PTSD from both a categorical and dimensional perspective and discuss implications for rehabilitation planning with workers with industrial injuries. The negative impact of trauma symptoms and PTSD is profiled according the following four areas that are important for effective career and vocational behavior: (a) making occupational adjustments, (b) adjusting performance to meet specific work demands, (c) utilizing appropriate social and interpersonal skills in the work setting, and (d) meeting the production and time requirements associated with the specific job. Recommendations are then offered to increase the effectiveness of rehabilitation professionals working with industrial injured workers who may be experiencing trauma symptoms or PTSD.

Successful disability management practice is a systemic approach to vocational rehabilitation that begins with planning at the organizational level. A strategic planning format is used to outline the basic tenets of planning and, through its description, describe the unique approach to workplace intervention disability management has to offer. A case study is used to illustrate a simple application of planning steps of needs assessment, establishing goals and objectives, and developing disability management strategies.