Introduction: Research supports the benefits of job search interventions in improving employment outcomes for various populations, but previous studies involved face-to-face implementation and did not include adults with visual impairments. The purpose of this study was to investigate the feasibility and acceptability of a job search intervention designed for synchronous distance implementation with adults with visual impairments. Methods: Two trainers implemented a 5-day job search skills training program with 12 job seekers with visual impairments, ages 22–63 years, via Zoom videoconferencing software. Researchers documented participant attendance and intervention fidelity during the program. Participants completed electronic surveys that included quantitative measures of cognitive load and acceptability, plus open-ended questions about their overall perceptions of the program. Results: Attendance, intervention fidelity, and germane cognitive load were high, whereas intrinsic and extraneous cognitive load were low. Most implementation issues resulted from technical difficulties experienced by participants, which were most prevalent on the first day. Acceptability ratings indicated high levels of engagement; relevance; interactivity; and satisfaction with the trainers, group processes, and virtual format. Participants commented on many positive aspects of the program, and some acknowledged the technical issues that occurred. Discussion: The results support the acceptability and feasibility of the job search intervention. The trainers successfully implemented the program via videoconferencing with adults with visual impairments and developed a positive group atmosphere with high social support. Implications for Practitioners: Our findings have implications for facilitating group interventions through videoconferencing, including strategies for building group cohesion and social support.

中文翻译：

---

通过视频会议对视力障碍成年人实施求职干预的可行性和可接受性

简介：研究支持求职干预措施对改善不同人群的就业结果的好处，但之前的研究涉及面对面实施，并且不包括有视力障碍的成年人。本研究的目的是调查针对视力障碍成年人同步远程实施的求职干预措施的可行性和可接受性。方法：两名培训师通过 Zoom 视频会议软件对 12 名年龄在 22 岁至 63 岁之间的视力障碍求职者进行了为期 5 天的求职技能培训。研究人员记录了项目期间参与者的出勤率和干预忠诚度。参与者完成了电子调查，其中包括认知负荷和可接受性的定量测量，以及有关他们对该计划的总体看法的开放式问题。结果：出勤率、干预保真度和相关认知负荷较高，而内在和外在认知负荷较低。大多数实施问题都是由于参与者遇到的技术困难造成的，这在第一天最为普遍。可接受度评级表明参与度很高；关联; 互动性；对培训师、小组流程和虚拟形式的满意度。参与者对该计划的许多积极方面发表了评论，一些人承认出现了技术问题。讨论：结果支持求职干预的可接受性和可行性。培训师通过与视力障碍成年人的视频会议成功实施了该计划，并营造了积极的团体氛围和高度的社会支持。对从业者的影响：我们的研究结果对于通过视频会议促进团体干预具有影响，包括建立团体凝聚力和社会支持的策略。