Focus: Motivation (SDT), minority stress, neuronormative barriers and AI/Prompt Engineering in psychological research.
1. Self-Determination, Motivation & Basic Psychological Needs
This cluster forms the motivational backbone of the list. It examines how the fulfillment of the three basic psychological needs (autonomy, competence and relatedness) is essential for the well-being of neurodivergent and gifted individuals.
Self-Determination Theory (SDT) in the workplace
- Deci, Olafsen & Ryan (2017); Deci & Ryan (2012) — The foundational frameworks on the workings and the state of the science around self-determination theory in work organizations.
- Bauer & McAdams (2000); McAdams (2001) — The integration of competence, relatedness and autonomy within personal life stories.
Application of SDT to specific neurotypes
- Champ, Adamou & Tolchard (2023); Morsink et al. (2022); Serrano et al. (2023) — Research into the regulation of motivation, internal motives and the fulfillment of psychological needs in students and adults with ADHD.
- Goldfarb, Golan & Gal (2023); Thompson-Hodgetts et al. (2023) — Qualitative and exploratory studies on strengthening the work motivation and self-determination of autistic adults.
- Goegan, Parker & Daniels (2023) — The connection between basic needs and evaluation/assessment from the perspective of students with dyslexia.
- Hornstra et al. (2020); Phillips & Lindsay (2006); Litster & Roberts (2017) — Motivation, perceived competencies and self-concepts in gifted versus non-gifted students.
2. Minority Stress, Well-Being & Psychosocial Functioning
This theme highlights the darker side of the workplace: how confrontation with a neuronormative environment leads to chronic stress, burnout and psychological vulnerability in neurodivergent employees.
Minority Stress and the impact of exclusion
- Meyer (2003); Frost & Meyer (2023) — The theoretical foundations, applications and continuing relevance of Minority Stress Theory.
- Botha & Frost (2020) — The extension of the minority stress model to the specific mental health challenges within the autistic population.
- Griffiths et al. (2019) — The introduction of the "Vulnerability Experiences Quotient" (VEQ) to measure vulnerability, mental health and life satisfaction in autistic adults.
- Mazurek (2014); Uljarević et al. (2020) — Research into loneliness, friendship, depression and anxiety from adolescence to old age in autism.
- Oscarsson et al. (2022); Peasgood et al. (2016) — Qualitative research into work-related mental health conditions and the impact of ADHD on the well-being of the individual and their environment.
- WTW (2022) — Report showing that nearly three-quarters of neurodiverse employees struggle with mental health problems.
Autistic well-being, burnout and masking
- Najeeb & Quadt (2024); Schmidt et al. (2015) — Scoping reviews and clinical studies into the well-being and psychosocial functioning of autistic adults from an affirmative perspective.
- Tomczak & Kulikowski (2024) — Understanding burnout in autistic employees through the lens of the Job Demands-Resources (JD-R) theory.
- Pryke-Hobbes et al. (2023); Sedgewick, Hull & Ellis (2021) — Handbooks and empirical data on how and why adults use "masking" (social camouflaging) and its impact.
- Livingston, Siegel & Ribary (2018) — The emotional impact and psychosocial consequences of developmental dyslexia.
3. Sustainable HRM Policy & Neuronormative Barriers
This cluster operationalizes well-being into strategic HRM policy and dissects the systemic exclusion (neuronormativity) within organizations.
Neuronormativity and the "Absurd" Workplace
- Erbil, Özbilgin & Gündogdu (2024) — Neuronormativity as "ignorant design" within HRM, tested within a non-supportive national context.
- Bal et al. (2023) — The hyper-normalization of inequality in the workplace and dehumanization: a critical look at HRM through the lens of the "absurd workplace."
- Oliver (1990, 2013) — The political and social model of disability: 30 years of critical reflection on systemic barriers.
Neuro-inclusive HR interventions and career guidance
- Bölte et al. (2025) — A substantial scoping review and stakeholder consultation on career guidance and employment issues for neurodivergent individuals.
- Szulc (2022); Szulc et al. (2027) — The AMO model (Ability, Motivation, Opportunity) applied to the well-being and employability of neurodivergent human capital.
- Bury et al. (2024); Hedley et al. (2018); Hendricks (2010) — Long-term studies (8-year longitudinal) and success strategies for the transition to and retention of employment for people on the autism spectrum.
- Thompson & Miller / CIPD (2024); McDowall, Doyle & Kiseleva (2023) — Large-scale survey reports and gap analyses on the state of neuroinclusion in the workplace.
- Weber et al. (2022) — Systematic review of physical workplace adjustments to support neurodivergent employees.
- van Casteren et al. (2027) — Enhancing the well-being and sustainable employability of gifted employees through the "capability approach."
4. Cognitive Architecture, Bias Reduction & Team Performance
This theme forms the direct link to your own core publications and describes the cognitive mechanisms that make diverse teams effective.
Empirical anchors of the dissertation
- van Rijswijk, Curșeu & van Oortmerssen (2024) — Your publication on neurodivergence and boundary spanning as predictors of social skills and the diversity climate.
- van Rijswijk, Curșeu & van Oortmerssen (2025) — Your most recent work on unlocking neurodiversity: the roles of horizontal differentiation and socio-cognitive integration as antecedents of team performance.
- Cross, Atherton & Nicolson (2024) — Groundbreaking preregistered research (N > 450,000) showing that people with dyslexia or dyscalculia display less bias on the Implicit Association Test (IAT).
- Brown (2005); Su et al. (2025) — Clinical frameworks and etiological protocols on the "unfocused mind" in attention-deficit disorders.
- Ademolu (2024) — Valuing "dyslexic thinking" within qualitative research and recommendations for a neuro-inclusive academy.
- Rahbar Karbasdehi, Abolghasemi & Hossein Khanzadeh (2019) — The effects of self-regulation empowerment on the neurocognitive and social skills of students with dyscalculia.
- Chen & Cheng (2023) — The relationship between emotional intelligence, self-confidence and creative self-efficacy in gifted children.
5. Advanced Computational Psychology (LLMs) & Methodology
A uniquely new cluster within your literature base. It covers the integration of Artificial Intelligence within psychological research, combined with robust regression techniques.
Large Language Models & Prompt Engineering in psychology
- Demszky et al. (2023) — Leading work in Nature Reviews Psychology on the valid and effective use of Large Language Models (LLMs) within psychological research.
- White et al. (2023); Marvin et al. (2024) — Designing a "prompt pattern catalog" and the fundamentals of prompt engineering to optimize interaction with AI (such as ChatGPT).
- Touvron et al. (2023); Yang et al. (2024) — Technical reports of open-source foundation models (such as LLaMA and Qwen2.5) used for computational text and behavioral analysis.
Statistical robustness and job fit
- Hayes & Cai (2007) — The methodological guide for implementing heteroskedasticity-consistent standard error estimators (HCSE) within OLS regressions (essential for handling violations of homoskedasticity in your survey data).
- Ilies, Yao, Curșeu & Liang (2018) — A 4-year longitudinal study demonstrating the links between education, job fit and life satisfaction.