Autism Spectrum Disorder
Conditions
Brief summary
The current project involves the application of a VR job training software. We propose to use an interactive VR job interview practice system, Virtual Reality Job Interview Training (VR-JIT), in youths with ASD at the highschool level. This system was developed to bolster job interview practice skills and to help reduce anxiety in adults with ASD. However, it has never before been used in individuals under the age of 18. Our hope is that if this program is utilized in individuals while they are still in highschool, we can target those persons before the window for which risk of unemployment appears to be highest for ASD youths, immediately after high school graduation.
Interventions
OTHERVR-JIT
Job interview with virtual interviewer
Sponsors
Kessler Foundation
Study design
Allocation
NA
Intervention model
SINGLE_GROUP
Primary purpose
TREATMENT
Masking
NONE
Eligibility
Sex/Gender
ALL
Age
13 Years to 18 Years
Healthy volunteers
Yes
Inclusion criteria
* Be between the ages of 13 and 18 * Have a diagnosis of ASD or a typically developing child * Be able to speak and read English fluently
Exclusion criteria
* I had a stroke, TBI, or neurologic injury or disease in the past * I have a history of significant psychiatric illness (like bipolar, schizophrenia, or psychosis) * I have uncontrolled seizures or other unstable medical complications
Design outcomes
Primary
| Measure | Time frame | Description |
|---|---|---|
| Mock Interview Rating Scale; MIRS. | Baseline, Immediate Post-Test | The job interview role-plays are video recorded and later coded on 13 domains by trained raters. The domains include: 1. Overall likeliness to be hired, 2. Being confident, 3. Being positive, 4. Being professional, 5. Showing interest, 6. Being honest, 7. Being depend-able/hardworking, 8. Working well with others, 9. Sharing strengths and skills, 10. Sharing relevant past experiences, 11. Sharing how weaknesses have been improved, and 12. Overall rapport with interviewer. Primary outcomes from the video ratings are the "overall likelihood to be hired" rating as well as a composite score of "inter-viewee performance" (formed by averaging scores for domains 4, 6, 7, and 13) and a composite of "job-relevant performance" (formed by averaging scores for domains 5, 8, and 9). For exploratory analysis, "personal questions" are measured, by averaging scores for domains 10, 11, and 12. A total interview performance score of items 1-13 is included. A higher score indicated better performance. |
Countries
United States
Outcome results
None listed