V preteklosti je veliko raziskovalcev preučevalo odnos med delovno učinkovitostjo in mnogoterimi različnimi dejavniki. V pričujoči nalogi smo pozornost namenili odnosu, ki ga oblikuje delovna učinkovitost z izbranimi psihološkimi koncepti na populaciji zaposlenih invalidnih oseb. Uporabljeni so bili vprašalniki o delovni učinkovitosti, vprašalnik delovnih zahtev in resursov, vprašanje o delovnem zadovoljstvu in vprašalnik spoprijemanja s stresom. V raziskavi je sodelovalo 137 oseb, ki imajo status invalida in so zaposlene na prostem trgu dela, v invalidskem podjetju ali v zaposlitvenem centru. Rezultati so pokazali, da delovno učinkovitost najbolje napovedujejo raznolikost delovnih nalog in opora sodelavcev kot koncepta delovnih zahtev in resursov ter usmerjenost na problem, manj uporabne strategije in novejša dimenzija uporabe substanc in humorja kot strategije spoprijemanja s stresom. Pokazale so se tudi signifikantne razlike med skupinami glede na vrsto zaposlitve in delovne zahteve ter resurse. Do statistično pomembnih razlik je prišlo na dimenziji opora sodelavcev in poddimenziji instrumentalna opora sodelavcev med zaposlenimi v zaposlitvenem centru in zaposlenimi v invalidskem podjetju ter zaposlenimi v zaposlitvenem centru ter na prostem trgu dela. Do statistično pomembnih razlik je prišlo še med zaposlenimi glede na vrsto zdravstvenih težav in samooceno lastnih omejitev. Posamezniki, ki imajo psihofizične poškodbe in/ali bolezni, vrednotijo svoje težave višje oz. jih pri delu ovirajo bolj kot tiste, ki imajo bodisi samo fizične poškodbe in/ali bolezni bodisi samo psihične poškodbe in/ali bolezni. Ugotovitve tako nakazujejo, da je socialna opora na delovnem mestu bistvena sestavina uspešnega kadra, še posebej, ko govorimo o ranljivih skupinah. Nedvomno je vsaka invalidna oseba individuum zase, zato je edino pravilno, da je deležna individualne obravnave, pri posploševanju rezultatov moramo biti tako skrajno previdni. Kljub temu pa dobljeni podatki dajejo neke grobe smernice za nadgradnjo nadaljnjega dela z zaposlenimi invalidi, da bo zadovoljstvo s sodelovanjem prisotno, tako na strani delodajalca kot na strani zaposlenega invalida.In the past, many researchers studied the relations between work efficiency and multiple factors. In this study, we focused on the relation formed by working efficiency with selected psychological concepts on the sample of employed persons with disabilities. Questionnaires on work efficiency, work requirements and resources questionnaire, question of work satisfaction and questionnaire for coping with stress were used. The survey involved 137 persons with the status of a disabled person and employed in the open labor market, in a disabled company or in a job center. The results have shown that work efficiency is best predicted by the diversity of work tasks and the support of employees presented as concepts of work requirements and resources, and problem focus. A less useful strategy, and a newer dimension would be the use of substances and humor as a strategy for coping with stress. Significant differences between groups according to the type of employment, work requirements and resources have also been shown. Statistically significant differences occurred at the dimension of employee support and sub-dimension of the instrumental support of employees among employees in the employment center and the disabled company, as well as among employees in the employment center and on the ones on the open labor market. Statistically significant differences occurred among employees and their range of health problems and self-esteem of their own limitations. Individuals with psychophysical injuries and/or illness evaluate their problems higherthey hinder them at work more than those who have either physical injuries and/or illnesses, or only psychological injuries and/or illnesses. The findings thus indicate that social support at the workplace is an essential component of a successful working group, especially when it comes to more vulnerable groups. Undoubtedly, every disabled person is an individual for himself, so it is only right that he is receiving individual treatment, and thus when summarizing the results, we must be extremely careful. Nevertheless, the obtained data provides some rough guidelines for the upgrading of continued work with disabled people, so that the satisfaction with the collaboration will be present both on the side of the employer and on the side of the employed disabled person
