What does this research mean for the field?

Engagement and manager support strongly predict employee performance, while manager support and inclusion reduce absenteeism, with supported neurodivergent employees demonstrating higher performance and lower absenteeism than their neurotypical peers. Novelty: ClaimNovelty.CONFIRMATORY. Consensus alignment: ConsensusAlignment.SUPPORTS_CONSENSUS.

What question did this study set out to answer?

Investigate how neurodiversity, inclusion, managerial support, and engagement predict performance and absenteeism in organizational settings.

August 30, 2026Journal of Organizational Effectiveness People and Performance

Neurodiversity and workplace outcomes: predicting performance and absenteeism in an organizational context

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Authors

BSBhavani Shree LPLakshmi P UGUmamaheswararao Gobbilla

Discussion

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Overview

Survey analysis reveals that manager support and inclusion improve performance and reduce absenteeism in neurodiverse workforces, highlighting the strategic organizational value of inclusive...

Key Points

Investigate how neurodiversity, inclusion, managerial support, and engagement predict performance and absenteeism in organizational settings.
Analyzed organizational survey data using bivariate correlations and multiple linear regression models predicting performance and absenteeism.
Conducted cluster and segmented subgroup analyses to evaluate behavioral patterns across neurodivergent and neurotypical employees.
Workplace performance was positively predicted by engagement (β = 0.52), manager support (β = 0.46), and inclusion (β = 0.41), accounting for substantial model variance (R² = 0.89).
Absenteeism was negatively associated with manager support (β = −0.54) and inclusion (β = −0.51), achieving high predictive fit (R² = 0.84).
Neurodivergent personnel reported higher engagement, performance, and innovation, alongside lower absenteeism, compared with neurotypical peers.

Cite This Study

Shree et al. (2026) studied this question.

synapsesocial.com/papers/6a93f08e6c1a8fb52e79ccca https://doi.org/10.1108/joepp-10-2025-0930

View Full Paper

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August 30, 2026Journal of Organizational Effectiveness People and Performance

Neurodiversity and workplace outcomes: predicting performance and absenteeism in an organizational context

View Full Paper

Ask AI

Bookmark

Authors

BSBhavani Shree LPLakshmi P UGUmamaheswararao Gobbilla

Discussion

Member takes

Overview

Survey analysis reveals that manager support and inclusion improve performance and reduce absenteeism in neurodiverse workforces, highlighting the strategic organizational value of inclusive...

Key Points

Investigate how neurodiversity, inclusion, managerial support, and engagement predict performance and absenteeism in organizational settings.
Analyzed organizational survey data using bivariate correlations and multiple linear regression models predicting performance and absenteeism.
Conducted cluster and segmented subgroup analyses to evaluate behavioral patterns across neurodivergent and neurotypical employees.
Workplace performance was positively predicted by engagement (β = 0.52), manager support (β = 0.46), and inclusion (β = 0.41), accounting for substantial model variance (R² = 0.89).
Absenteeism was negatively associated with manager support (β = −0.54) and inclusion (β = −0.51), achieving high predictive fit (R² = 0.84).
Neurodivergent personnel reported higher engagement, performance, and innovation, alongside lower absenteeism, compared with neurotypical peers.

Cite This Study

Shree et al. (2026) studied this question.

synapsesocial.com/papers/6a93f08e6c1a8fb52e79ccca https://doi.org/10.1108/joepp-10-2025-0930

View Full Paper

Ask AI

Bookmark