Avantages organisationnels de la neurodiversité : résultats préliminaires sur l'autisme et l'effet du témoin

Titre original en anglais : Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect

Cette publication est incluse dans le projet « Contributions académiques de personnes autistes sur l’autisme ». un auteur·ice de cette publication est identifié·e comme autiste dans le projet.

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Hartman, L. M., Farahani, M., Moore, A., Rabbani, A., & Hartman, B. L. (2023). Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect. Autism Research, 16(10), 1989-2001. https://doi.org/10.1002/aur.3012

Publication date: 24/08/2023 Ajout dans AutiHub: 16/09/2026 Type: Article Langue de l’article: Anglais
Source éditeur (DOI) Texte intégral Source OpenAlex

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Auteurs

Auteur·ices des publications
5
Auteur·ices de la publication identifié·es comme autistes
1 / 5 (20,0 %)
  1. Lorne M. Hartman
  2. Mehrdad Farahani
  3. Alexander Moore
  4. Ateeya Rabbani
  5. Braxton L. Hartman *

Résumé

Résumé Bien que l'effet du témoin soit l'une des découvertes les plus importantes de la littérature psychologique, les chercheurs n'ont pas examiné si les personnes autistes sont sujettes à l'effet du témoin. La présente recherche examine si les employés autistes sont plus susceptibles de signaler des problèmes ou des préoccupations concernant les systèmes et pratiques d'une organisation qui sont inefficaces ou dysfonctionnels. En attirant l'attention sur ces problèmes, les employés autistes peuvent favoriser des occasions d'améliorer la performance organisationnelle, conduisant au développement d'une culture plus adaptative, performante et éthique. Trente-trois employés autistes et 34 employés non autistes ont répondu à une enquête en ligne afin de déterminer si les employés du spectre de l'autisme (1) sont plus susceptibles d'indiquer qu'ils exprimeraient des préoccupations concernant des dysfonctionnements organisationnels, (2) sont moins susceptibles d'indiquer qu'ils ont été influencés par le nombre d'autres témoins du dysfonctionnement, (3) s'ils n'expriment pas leurs préoccupations, sont plus susceptibles de reconnaître l'influence d'autres personnes sur la décision, (4) sont moins susceptibles de formuler des « justifications élaborées » de leurs décisions d'intervenir ou non, et (5) si les différences entre les employés autistes et non autistes concernant les deux premières hypothèses, la probabilité d'intervention et le degré d'influence, sont modérées par des différences individuelles dans le camouflage. Les résultats indiquent que les employés autistes peuvent être moins sensibles à l'effet du témoin que les employés non autistes. Par conséquent, les employés autistes peuvent contribuer à l'amélioration de la performance organisationnelle parce qu'ils sont plus susceptibles d'identifier et de signaler les processus inefficaces et les pratiques dysfonctionnelles lorsqu'ils en sont témoins. Ces résultats préliminaires suggérant des avantages potentiels de la neurodiversité sur le lieu de travail sont prometteurs. Toutefois, des recherches supplémentaires sont nécessaires.

Abstract Although the bystander effect is one of the most important findings in the psychological literature, researchers have not explored whether autistic individuals are prone to the bystander effect. The present research examines whether autistic employees are more likely to report issues or concerns in an organization's systems and practices that are inefficient or dysfunctional. By bringing attention to these issues, autistic employees may foster opportunities to improve organizational performance, leading to the development of a more adaptive, high performing, and ethical culture. Thirty‐three autistic employees and 34 nonautistic employees completed an online survey to determine whether employees on the autism spectrum (1) are more likely to report they would voice concerns about organizational dysfunctions, (2) are less likely to report they were influenced by the number of other witnesses to the dysfunction, (3) if they do not voice concerns, are more likely to acknowledge the influence of other people on the decision, (4) are less likely to formulate “elaborate rationales” for their decisions to intervene or not, and (5) whether any differences between autistic and nonautistic employees with regards to the first two hypotheses, intervention likelihood and degree of influence, are moderated by individual differences in camouflaging. Results indicate that autistic employees may be less susceptible to the bystander effect than nonautistic employees. As a result, autistic employees may contribute to improvements in organizational performance because they are more likely to identify and report inefficient processes and dysfunctional practices when they witness them. These preliminary findings suggesting potential benefits of neurodiversity in the workplace are promising. However, further research is required.

Bibliographie citée par cette référence

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Vue d’ensemble de la bibliographie citée

Ces indicateurs décrivent la bibliographie citée par cette publication. Un nom d’auteurice est compté chaque fois qu’il apparaît dans une référence citée : une même personne peut donc être comptée plusieurs fois. Les noms qui ne sont pas encore associés à un·e auteurice déjà présent·e dans AutiHub sont traités comme inconnus, pas comme non autistes. Dernier calcul : 20/09/2026 00:21.

Références citées
92
Avec un DOI
85
Sans DOI, à partir du texte brut de la bibliographie
7
1 / 92 (1,1 %) références citées comprennent au moins une personne identifiée comme autiste.
Références avec données à compléter
1 / 92 (1,1 %)
Références avec noms d’auteurices détectés
91 / 92 (98,9 %)
Sans nom d’auteurice détecté
1
Sans titre structuré
0
Sans identifiant stable
5
Références avec noms bruts d’auteurices restant à vérifier
0
Références avec problème de récupération des métadonnées externes
1
Ces indicateurs portent sur les références citées affichées sur cette page, après fusion des doublons techniques. Une référence sans DOI peut quand même soutenir les statistiques d’auteurices lorsqu’un titre et des noms d’auteurices sont disponibles.
Noms d’auteurices détectés dans la bibliographie citée
553
À partir du DOI ou de métadonnées externes
553
À partir du texte brut validé de la bibliographie
0
Noms bruts déjà validés
0
Noms bruts restant à vérifier
0
110 / 553 (19,9 %) noms sont associés à un·e auteurice déjà présent·e dans AutiHub. 443 / 553 (80,1 %) noms ne sont pas encore associés.
Noms associés à une personne identifiée comme autiste
1 / 553 (0,2 %)
Calculé sur l’ensemble des noms d’auteurices détectés dans la bibliographie citée. Parmi les noms associés à un·e auteurice déjà présent·e dans AutiHub : 1 / 110 (0,9 %). Personnes distinctes identifiées comme autistes : 1 / 418 (0,2 %).
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