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Stigma and Acceptance of Persons With Disabilities Understudied Aspects of Workforce Diversity
Abstract
Although persons with disabilities compose a growing portion of workers, when compared with other aspects of diversity (e.g., race/ethnicity or gender), disability has received relatively little research attention. In a between-subjects experimental design with more than 600 participants, we evaluated the roles of disability type (AIDS, cerebral palsy, and stroke), stigma, and employee characteristics in acceptance of a coworker with a disability. Stigma largely mediated the relationship between disability type and acceptance. Employee characteristics had direct effects on some aspects of acceptance. Exploratory factor analysis of stigma revealed six factors; however, only a “performance impact” factor was consistently related to acceptance, suggesting that perceived implications of the coworker’s disability for job performance are critical.
... We do so in the context of career inclusion to elucidate the psycho-social processes that VIs use to overcome and transcend the barriers of stereotypes, stigma, and discrimination. We also observe that, to date, researchers have not explored what VIs and other PWDs do to foster acceptance by co-workers, and how they do this, which is a key factor in the success of PWDs (DeWall and Bushman, 2011;McLaughlin et al., 2004). The contribution of the study will further expand the existing literature on career ecosystem theory and career sustainability and integrate both literature streams in the light of 'downplaying' strategies adopted by PWDs (which also included some VIs) aimed at gaining improved evaluations from others (managing impressions of others for positive evaluations from the non-disabled) (Lyons et al., 2016). ...
... While there is limited research on the acceptance of PWDs by co-workers, the VI population and how they can gain acceptance among co-workers is excluded from this debate (DeWall and Bushman, 2011;McLaughlin et al., 2004). This is particularly important because co-workers and employers may suffer from a higher aesthetic anxiety (commonly referred to as anxiety arising out of the negative perceptions that visual impairment may bring to the business and organization) in the presence of a VI colleague (Colella and Bruyère, 2011). ...
... Thus, our main contribution is the identification of these two concepts. McLaughlin et al. (2004) posit that, in the PWD context, acceptance is important but that, to date, scholars and practitioners have not studied it as a crucial factor in the context of VI's career success. Integration of PWDs cannot take place without acceptance, which influences their selfperception, job satisfaction, and commitment to work (Jackson et al., 1993;Vornholt et al., 2013;Wanous, 1992). ...
Visual impairment, as a form of disability, remains understudied in the context of employment and careers. Drawing on career ecosystem and career sustainability theories, we explore factors that lead to career success and sustainability of visually-impaired individuals. We collected qualitative data from 66 visually-impaired individuals from India who had experienced varying degrees of career attainment. We applied grounded theory to study their deep-seated attitudes and ingrained behaviors that help build successful and sustainable careers. High-career-attainment participants were extremely resilient, able to bounce back after rejection, and willing to adopt key psycho-social processes such as non-acceptance of rejection, relatability (forging positive relations with the sighted), family support, enabling self through technology, and influence mindset change which led them to be ‘masters of circumstance.’ Low-career-attainment participants were characterized by unquestioning acceptance of fate, skepticism, and obligation to support the family, making them ‘victims of circumstance’. We contribute to the career ecosystems and career sustainability literature by expanding it to wider populations and crystalizing processes that influence careers, and offer policy implications. Individuals should challenge conventional norms, be persistent and improve self-efficacy. Organization should think out of the box in order to win the war for talent by employing hidden talent.
... As explained by Corrigan (2000), the public understanding of a condition's severity and controllability are important determinants of stigma. In the workplace, specifically, it has been shown that expected performance impact influences the acceptance of disabled coworkers (McLaughlin et al., 2004) and that workers experiencing health issues anticipate discrimination (McGonagle et al., 2016). Considering the specific health conditions in our study, our findings for Parkinson's disease are in line with the interview study from Carolan (in press) suggesting that patients are especially vulnerable to workplace discrimination and have difficulties in attaining employment. ...
... Although comparing burnout to hypertension and Parkinson's was valuable because it contributed to our understanding of how employers distinguish between health conditions and their professional impairment inflicted (McLaughlin et al., 2004), a third limitation entails that our findings are not necessarily generalisable to different contexts. It would be interesting to conduct a similar study with alternative health conditions varying in productivity impairment, visibility or the condition's course (Beatty, 2018;Krendl et al., 2019). ...
Stigmatisation hinders the career resumption of burned-out workers. However, the burnout stigma literature has overlooked the possibility of downward occupational mobility. This is surprising because workers with a history of burnout might have neither the ability nor the wish to reintegrate at their prior job. In the current study, we address this gap by examining whether applying for a position of underemployment affects candidates’ recruitment chances. We recruited 299 HR professionals to complete an experimental survey study evaluating fictitious job candidates with diverging (histories of) health problems and employment histories for jobs at and under the candidates’ level. We find that applying for an underemployment position disadvantages workers with a history of burnout by reducing their recruitment chances and negatively affecting perceptions of candidates’ job fit and health burden. Our results suggest employers combine health and career information to estimate a candidate’s degree of disability.
... The study of personality offers more profound insights into understanding how individuals fit into their environments. It is supported by evidence that behaviors often align with attitudes and personalities (McLaughlin et al., 2004). As a result of our focus on the OCB outcome variable in this study, the personality variable is critical and relevant. ...
... Based on the reasoned action approach (Fishbein & Ajzen, 2011) and findings from McLaughlin et al. (2004), attitudes directly affect behavior. Further studies by Hanley-Maxwell et al. (1986) and Rusch (1986) indicate that positive attitudes are linked to higher job satisfaction and employee retention. ...
... Gender plays a complex role in accommodation request. Mclaughlin [36] reported that women were more likely to deem accommodations as fair and not harbor discriminatory judgements; furthermore, ...
... Southall et al. [50] found that DHH employees hesitated to disclose their disability out of fear that they would be treated differently. An individual's ability to receive support from coworkers has been threatened by stigma's impact on coworkers' perceptions of fairness of accommodations and the deservingness of their disabled coworkers to receive those accommodations based on their types of disability and other physical characteristics [36]. Santuzzi et al. [49] observed that many workers with invisible disabilities including those with hearing loss believed that the negative perceptions of their invisible disability outweighed the possible positives that accommodations could provide, preferring to forgo accommodations than sacrificing their normalcy. ...
Background:
Despite the protections afforded by the Americans with Disabilities Act (ADA), workers who are deaf and hard-of-hearing (DHH) face workplace challenges that may require the aid of workplace resources and accommodations. Limited research has been conducted to understand the process of accommodation requests among DHH workers.
Objective:
This qualitative study examined barriers and facilitators to requesting accommodations among DHH workers.
Methods:
Fifty-nine DHH workers, recruited from organizations serving DHH workers across U.S., participated in the study. Participants' open-ended survey responses analyzed and coded into themes representing barriers or facilitators to participants' decisions to request or withhold requests for accommodations.
Results:
Facilitators to accommodation request include an employee's effective use of self-efficacy and self-advocacy; supportive work environments; and the presence of peers with disabilities. Barriers to accommodation requests include the anticipation of negative perception of stigmatization in the workplace; lack of knowledge related to accommodations and ADA; absence of workplace support; ineffectual workplace structure, policies, or procedures; concerns surrounding costs; and physical and access barriers in the workplace.
Conclusion:
To fulfill the workers' rights as guaranteed by the ADA, and to best serve the interests of the workplace, strategies are highlighted on how to assist DHH employees to take advantage of workplace accommodations with aims to promote job retention and success.
... The work difficulties that these employees experience are usually attributed not to organizational or structural limitations, but to individual limitations. Therefore, employees with disabilities are likely to be victims of a discriminatory judgment of their worth and value as members of the organization (McLaughlin et al., 2004). In such a discriminatory structure, employees with disabilities are often devalued and seen as less competent (Kirsh et al., 2009). ...
... Based on the literature indicating possible discrepancies in stigma and acceptance depending on the disability type (McLaughlin et al., 2004;Werner & Shulman, 2015), two-way ANOVA was performed to test the differences in predictors and outcome variables depending on the primary diagnosis. As shown in Table 2, the result showed that significant differences existed in the level of job satisfaction across the groups with different diagnoses (F = 4.63, p < 0.01). ...
BACKGROUND: Disability stigma is a significant risk factor that reduces job satisfaction. Based on the previous studies, the role of disability acceptance as a buffer to prevent the negative impact of stigma in the workplace is hypothesized. OBJECTIVE: This study examined the moderating effect of disability acceptance on the negative effects of disability stigma on job satisfaction of people with disabilities. METHODS: 164 participants working at the time of the survey completed questionnaires measuring disability stigma, disability acceptance, and job satisfaction. The associations among the three variables were examined using simple linear regression analyses. Hierarchical linear regression analysis was conducted to identify the moderating effect of disability acceptance after controlling disability type. RESULTS: Disability stigma (β=–0.17, p < 0.05) and disability acceptance (β=0.18, p < 0.05) were significantly associated with job satisfaction respectively. In the final model, disability acceptance moderated the relationship between disability stigma and job satisfaction (β=–0.16, p < 0.05). Specifically, the impacts of disability stigma on job satisfaction for participants with higher disability acceptance differed from those with lower acceptance. CONCLUSION: The current research suggests that disability acceptance plays a critical role for people with disabilities to cope with the negative impact of disability stigma. This result implies that disability acceptance should be an important focus of intervention to increase job satisfaction.
... As illustrated in our opening quotation, these fears may not be unreasonable. Research finds that employees with disabilities tend to be viewed as less competent than those without disabilities (Fiske et al., 2002;G€ orzig et al., 2019;McLaughlin et al., 2004), which has implications for revealing a concealable disability. Employers are more likely to discriminate against people who have disabilities when hiring for jobs that require high levels of responsibility and complexity (Brohan et al., 2012). ...
... Employers are more likely to discriminate against people who have disabilities when hiring for jobs that require high levels of responsibility and complexity (Brohan et al., 2012). They may resist hiring people who have disabilities because of concerns about cost, employee productivity, and loss of right to terminate employment (Bonaccio et al., 2020;Collins et al., 2005;Goetzel et al., 2004;Lyons et al., 2018;McLaughlin et al., 2004). ...
Purpose
The purpose of this study is to examine factors relating to the decision to proactively disclose a diagnosis of attention deficit hyperactivity disorder (ADHD), a concealable stigmatized identity, before experiencing performance issues at work. These factors include stigma consciousness, psychological safety, and job demands. Proactive disclosure is also measured in relation to thriving.
Design/methodology/approach
Data were collected through the online research platform Prolific. Variables of interest were measured using surveys of 166 working adults who have ADHD. Path analysis was used to test the hypotheses.
Findings
The authors hypothesized that stigma consciousness is negatively related to proactive disclosure of ADHD at work and that psychological safety and job demands are positively related to it. The authors further hypothesized that proactive disclosure mediates the relationship between these variables and thriving at work. The results partially support these hypotheses, indicating that stigma consciousness is negatively related to proactive disclosure while psychological safety is positively related. Proactive disclosure fully mediates the relationship between stigma consciousness and thriving and partially mediates the relationship between psychological safety and thriving. Job demands relate to thriving but are not significantly related to proactive disclosure.
Practical implications
Organizations can help employees who have concealable disabilities to proactively disclose them and thrive by providing a psychologically safe environment where disabilities are not stigmatized.
Originality/value
This study diverges from previous studies by measuring positive contextual and individual factors that help employees who have ADHD to thrive in the workplace. A proactive disclosure scale is developed and validated.
... A recent study found that a lack of coping mechanisms is associated with decreased happiness and well-being. 31 Stigma, age-related stereotypes, and perceptions of disability contribute to HL denial, particularly prevalent among adults experiencing HL. 32,33 Unexpectedly, this study observed a higher rate of negative associations among users, possibly attributed to their negative experiences within their social and work environments due to public lack of awareness of HL and cultural influences. Up to 23% of professionals with HL' psycho-emotional utterance units deal with the issue of humiliation, self-consciousness, or shame. ...
... In addition, both the prevalence and understanding of disability are rising globally (World Federation for Neurological Rehabilitation, 2015;World Health Organization, 2011). Despite the stigma associated with disability (McLaughlin, Bell, & Stringer, 2004), the work performance of people with disabilities is often viewed positively (Baldridge et al., 2018;Konrad, Moore, Doherty, Ng, & Breward, 2012). ...
Many people with disabilities still face difficulties and obstacles trying to secure employment. Organizations are doing more and more to improve employment opportunities for people with disabilities (PWD), because it is in their best interests, due to factors such as a dearth of skilled workers, a lack of trained workers, a rise in the prevalence of disability among their labor groups, as well as in the laws and public attitudes supporting workplace fairness and diversity. This article used a qualitative methodology and conducted a thorough evaluation of the existing literature using a variety of different databases such as Science Direct, Springer, Google Scholar, JSTOR, and Elsevier, which were used to identify various research articles related to the employment of PWD. We looked at research on the advantages of hiring people with disabilities, as well as HR management procedures with reference to recruiting persons with disabilities, and also investigated the methodology this literature used. Our findings demonstrate that the advantages of employing disabled individuals are many. To better understand how advantages may differ by disability type, industry, and work type, more research is required.
... Disabled people remain stigmatized by their peers and colleagues [32]. Students reported feeling that the legitimacy of their own disability was questioned by others, be that the university services, health services, or even their peers. ...
Disabled students are systematically disadvantaged compared to their non-disabled peers and Disability Services can provide important access to accommodations and support. Such services are not, however, without issues. The present study investigates student experiences with University Disability Services in order to identify shared barriers to inclusion and recommendations for practice. Individual semi-structured online interviews were conducted with twelve female students. Each student discussed their engagement with Disability Services as an undergraduate or postgraduate student, and each student disclosed a long-term, nonvisible condition. A thematic analysis was used to identify three themes. These were (1) Identity and Legitimacy (Identification as Disabled, Perceived Legitimacy, The Importance of Evidence), (2) Knowledge and Understanding (Knowledge of Specific Conditions, Knowledge of Disability Services, Disability Services Staff Knowledge and Understanding, Peer Knowledge and Understanding), and (3) Independence and Support (Desire for Autonomy, The Importance of Self-Advocacy, Additional Support). The findings highlight shared barriers to support experienced by students with different diagnoses who engage with University Disability Services. A range of recommendations are provided to improve Disability Services provision (e.g., universities are advised to review the language used to advertise Disability Services).
... The basis of social skills is living in harmony with society (Ergenekon 2012). In this sense, hygiene, productivity, and adaptation skills are effective in social adaptation as well as social behaviors (Cramm 2008, McLaughlin 2004, Vil a 2007. In this regard, the research findings are in line with the literature. ...
... In 2021, there were around 57.8M adults that experienced mental illness, which was around 22% of the population in the United States . Social stigmas prevent individuals from social activities and access to education, healthcare, and career opportunities, negatively influencing their psychological well-being and life outcomes [14,[31][32][33]37]. As language models capture other social biases, they may also learn bias against socially stigmatized groups. ...
The rapid deployment of artificial intelligence (AI) models demands a thorough investigation of biases and risks inherent in these models to understand their impact on individuals and society. This study extends the focus of bias evaluation in extant work by examining bias against social stigmas on a large scale. It focuses on 93 stigmatized groups in the United States, including a wide range of conditions related to disease, disability, drug use, mental illness, religion, sexuality, socioeconomic status, and other relevant factors. We investigate bias against these groups in English pre-trained Masked Language Models (MLMs) and their downstream sentiment classification tasks. To evaluate the presence of bias against 93 stigmatized conditions, we identify 29 non-stigmatized conditions to conduct a comparative analysis. Building upon a psychology scale of social rejection, the Social Distance Scale, we prompt six MLMs: RoBERTa-base, RoBERTa-large, XLNet-large, BERTweet-base, BERTweet-large, and DistilBERT. We use human annotations to analyze the predicted words from these models, with which we measure the extent of bias against stigmatized groups. When prompts include stigmatized conditions, the probability of MLMs predicting negative words is approximately 20 percent higher than when prompts have non-stigmatized conditions. In the sentiment classification tasks, when sentences include stigmatized conditions related to diseases, disability, education, and mental illness, they are more likely to be classified as negative. We also observe a strong correlation between bias in MLMs and their downstream sentiment classifiers (r =0.79). The evidence indicates that MLMs and their downstream sentiment classification tasks exhibit biases against socially stigmatized groups.
... This is because stigma "spoils the identity" of the individual who carries the attribute that has been stigmatised (Goffman, 1963;Vernon, 1999). For persons with disability, their impairments often violate acceptable standards of human appearance and functionality, as typically defined by social norms and societal values (McLaughlin et al., 2004). The stigma, which is situated in social responses to the impairments they possess, therefore, deprives persons with disability of their dignity and hinders their full participation in mainstream activities in society (Bos et al., 2013;Link et al., 2004). ...
Persons with disability experience actual manifestations of stigma (enacted stigma) and imagined or anticipated responses of people to their impairments (felt stigma). These experiences influence their conceptions of their impairments and their behaviour as well. This study examined how 16 middle—class persons with disability in Ghana frame their impairments and how they manage their identities in response to stigma. Data for the study was obtained from in-depth interviews of participants who had been selected purposively. The author used the interpretative phenomenological analysis framework to analyse data. Findings from the study were organised into two themes. These are how the participants frame their impairments and how the participants managed their identities as they confronted disability stigma. The participants engaged in self—denial of disability because they did not regard their impairments as “disabling”. They also employed two related strategies to manage their identities. First, they made use of behavioural strategies to alter the nature and sources of stigma, and second, they devised cognitive strategies to construct positive identities to challenge disability stereotypes. It is important that persons with disability are given the opportunity to obtain adequate formal education in order for them to increase their levels of awareness. This will enable them to improve their cultural and social capitals and also facilitate their entry into mainstream activities in society. furthermore, inclusive spaces have to be expanded so that persons with disability will not have to rearrange themselves and their thoughts for social integration.
... (4) Visibility was assessed using a modified 4-item concealability scale (Jantke, 2011), (e.g., easy to recognize attribute), with responses from 1 (Strongly disagree) to 9 (Strongly agree); α = 0.76-0.89. (5) Disruptiveness was measured by a modified 7-item stigma scale (McLaughlin et al., 2004) focusing on performance impact, social impact, and unpredictability at work. Responses ranged from 1 (Strongly disagree) to 9 (Strongly agree) and measured the extent to which the attribute was perceived as disruptive at work (e.g., makes person difficult to work with; α = 0.91-0.93). ...
Observer intervention can be useful in preventing workplace harassment. This research extends the workplace harassment literature by using the Jones et al. (1984) stigma dimensions and related research (Summers et al., 2018; Weiner et al., 1988) to highlight differences and similarities between three forms of harassment (i.e., sexual, sexual orientation, religious) and their relations to observer intervention in workplace harassment incidents. Results from two studies reveal differences (controllability, stability, visibility) and similarities (disruptiveness, peril, bystander efficacy, position authority) across forms of harassment in associations with observer intervention. Several differences across harassment of different religious subgroups (Atheists, Christians, Jews, Muslims) are also noted. We explore the implications of these findings and suggest future directions for research in the observer intervention and workplace harassment literature.
... Some research papers observed an influence of the nature of the disability on attitudes toward work inclusion of workers with a disability. For example, McLaughlin and colleagues [28] revealed that a disability has a non-direct influence on attitude. They specifically found that with increasing severity and controllability of the disability, negative attitudes toward people with a disability increase. ...
Background:
The present study investigates the significance of work inclusion in people with a disability and then aims to examine colleagues' attitudes. Considering Stone and Colella's model, we analyzed the colleagues' attitudes and variables related to the disability, such as type of disability and type of presentation of colleagues with disability, and colleague's characteristics, such as gender, educational level, and experience in work with people with disability.
Method:
We randomly assigned two hundred eighty-six employees to a standard condition (hypothetical colleagues with a disability presented by the impairments labels) or favorable condition (hypothetical colleagues with a disability presented by their past work experiences).
Results:
The type of disability and its presentation influence colleagues' attitudes. Besides employees' gender, educational level and experience in work with people with a disability influences the attitudes toward them.
Conclusions:
Implications for practice were discussed.
... Stigma is generally defined as "an attribute that is deeply discrediting," one that reduces the bearer "in our minds from a whole and usual person, to a tainted, discounted one" (Goffman, 1963: 3). Stigma may apply to or affect individuals-for example, people with disabilities (McLaughlin, Bell, & Stringer, 2004;Ng & Arndt, 2019), those who suffer from mental illness (Elraz, 2018;Pescosolido & Martin, 2015), or those who have a criminal history (Ajunwa, 2015;Pager, 2003). It can also apply to particular occupations (Ashforth & Kreiner, 1999Hughes, 1958;Phung, Buchanan, Toubiana, Ruebottom, & Turchick-Hakak, 2021), organizations (Hampel & Tracey, 2017;Helms & Patterson, 2014;Hudson & Okhuysen, 2009), or even entire industries (Durand & Vergne, 2015;Hsu & Grodal, 2021;Lashley & Pollock, 2020;Vergne, 2012). ...
Shame has been identified as a debilitating emotion that impedes entrepreneurial action. Yet, there are many examples of people who experience shame and go on to create entrepreneurial ventures. How then is entrepreneurship possible in the face of such shame? To address this question, we develop a theoretical process model that highlights the connection between individual and collective experiences of shame and elaborates when and how such experiences may lead to entrepreneurship. We suggest that third-person experiences of shame can transform first-person experiences and trigger identification with a community of similarly stigmatized others. We argue that the distinct narratives provided by these communities can reduce or enhance entrepreneurial self-efficacy, and therefore lead to different entrepreneurial pathways: some individuals may create ventures out of necessity, while others will create ventures that act as shame-free havens for themselves and others, and become a source of emancipation and social change. By outlining distinct entrepreneurial pathways out of shame, we extend current research at the intersection of entrepreneurship, necessity, emancipation, and social change.
... Clair et al., 2005;Phillips, Rothbard, & Dumas, 2009). Workers may choose not to reveal some of these unobservable DEM characteristics because they fear being stigmatized by doing so (Clair et al., 2005;McLaughlin, Bell, & Stringer, 2004). Individuals with invisible social identities may choose to "pass" or "reveal" as a strategy for interacting with coworkers (Clair et al., 2005). ...
To keep pace with the changing business environment as globalization permeates both consumer and labor markets, this handbook offers the most current research in the workplace diversity, exploring what diversity means and its impact on group and organizational functioning. The volume is comprised of eight sections. The first section provides a fundamental introduction and overview to the history and current state of workplace diversity. The second section explores various conceptualizations of diversity. The third section focuses on psychological perspectives on diversity, touching on the self in diverse work contexts, intergroup bias, and the experience of stigma. The fourth section deals with interactionist perspectives on diversity, including chapters on diversity as knowledge exchange, diversity as disagreement, and diversity as network connections. The fifth section provides contextual perspectives on diversity, e.g., how context shapes diversity outcomes, diversity cognition and climate, and viewing diversity as a competitive advantage. Sections six and seven consider practice perspectives and systems perspectives in diversity, touching on leadership, diversity training, work-life interface, and law and diversity. Finally, the book concludes with a chapter on future directions for diversity theory and research.
... Community Based Rehabilitation (CBR) advocates for the ongoing inclusion of families and communities in programmes planned for PWD as part of an inclusive framework. Although they battle fear, anxiety, social stereotyping (Shah et al. 2015) and oftentimes a lack of selfesteem and confidence related to social interactions (Max-Neef 2009), due to long-term stigmatisation (McLaughlin, Bell & Stringer 2004) and abuse that they experience, there is a resolve to keep aspiring, supported by their families (Le Roux 2018). Daly (2020) conducted an integrated literature review of resilience in the fields of psychology, sociology, philosophy, education and nursing. ...
Background: The South African Constitution asserts that persons with disabilities must have equal access to opportunities in society; however, the realisation of this mandate has remained a challenge. There is a need to create contextually relevant, inclusive structures that support equal access to opportunities for persons with disabilities in society.
Objectives: This article reflects on and highlights key considerations for an inclusive framework that facilitates access to opportunities for youth with disabilities in South Africa, which emanated from a study that explored how ongoing interaction with the performing arts can facilitate social and economic inclusion of youths with disabilities.
Method: The study adopted a qualitative research approach, using critical ethnography. Primary data were obtained from three focus groups with a total of 20 youth with disabilities who have attended performance events, as well as an in-depth interview with a disabled performer.
Results: The facilitation of access to equal opportunities for youth with disabilities must occur at a multidimensional level, involving both personal and systemic changes and levels of support. Complex barriers linked to the apartheid legacy also exist, some of which include access to resources and reduced self-determination, whilst positive factors such as internal resilience and skills development function as promising predictors of inclusion.
Conclusion: Contextually relevant, disability-inclusive structures in South Africa must confront and address how youths with disabilities are uniquely impacted in present times by South Africa’s history.
Contribution: The voices of youths with disabilities make a key contribution as their experiences must inform these inclusive structures which have the potential to enhance access to equal opportunities for them at both personal and systemic levels.
... Anxiety and stress at work lead to emotional exhaustion (Guerrero et al., 2020) and harm self-identity. They also negatively affect job performance (McLaughlin et al., 2004) and job satisfaction (Verhaeghe & Bracke, 2012) and even contribute to employees' tendency to leave (Schaubroeck et al., 2018). Adverse affective events, such as occupational stigma, may cause employees to think about leaving, but another study suggests that perhaps not all employees want to leave (Holtom et al., 2012). ...
This study explores the mechanisms underlying the occupational stigma perception (OSP) of tour guides and the role of interpersonal deviance (ID) toward tourists based on affective event theory. It collects questionnaire data from 348 Chinese frontline tour guides and uses PROCESS Macro in SPSS to test the moderated mediation model. Results show that OSP had a significantly positive effect on ID. Job embedd-edness (JE) partially mediated the relationship between OSP and ID. Job tenure (JT) played a negative moderating role between OSP and JE. Furthermore, the mediating role of JE between OSP and ID diminished as the guides' JT increased.
... (Hurley-Hanson & Giannantonio, 2006;O'Connor, 2019;van den Bosch et al., 2019). On the other hand, studies within the broader diversity management literature suggest that highlighting the job performance abilities of employees with disabilities has a positive impact on coworkers' acceptance of them(McLaughlin et al., 2004). ...
Neurodiversity has historically been dismissed and undervalued in management and organizational studies literature. In recent times, there has been a recognition in practitioner forums about the benefits associated with neurodiversity, triggering recruitment drives to hire neurodivergent individuals. However, lack of theoretical frameworks and empirical research on workplace neurodiversity is undermining practice. We address this gap by presenting a multistage theoretical framework of managing neurodiversity premised on: (a) creating a neurodiverse workplace through reconfiguring recruitment and selection; (b) fostering an inclusive workplace through careful implementation of development and engagement practices and management of perceptions of reverse discrimination; and (c) capitalizing on the benefits of an inclusive workplace, enhanced by equitable supervision, to achieve improved employee and organizational outcomes. This paper enriches the literature on managing workplace neurodiversity by offering deeper insights into barriers to employment, inclusion in the workplace, and positive outcomes of employment. Our proposed framework, derived by an integration of theories, will help managers effectively manage neurodiversity in the workplace, addressing the associated challenges. Finally, this paper lays a foundation for future research to advance knowledge on managing neurodiversity in organizations.
... Lack of skilled workforce (e.g.: in the IT sector). Lack of equal opportunities in the workplace (McLaughlin et al., 2004, Lane et al., 2015, Gaucher et al., 2011, Quillian et al., 2017. Different attitude to fulfilment of tasks (Brands-Kehre, 2014). ...
This article discusses the potential of the application of interactive micro-learning content that aims to develop intercultural competences in the workplace, focusing on the pedagogically-informed design of playful interactive learning resources for engaging learners with topics related to cultural risks. Eight topics were identified through our engagement with 154 personnel from multicultural organisations across five European countries, including cross-cultural awareness, stereotypes, and communication. A competence map was then developed, articulating the specific aspects of these topics, which informed online content development. Findings from the evaluation of the online educational materials across the five countries (n=223 participants) suggest the significance and relevance of the topics in the workplace and the value of using playful micro-resources for delivering topics that were deemed less attractive.
... İşyerlerinde yöneticilerin tutumları, tipik gelişen iş arkadaşlarının ön yargıları ve en önemlisi işle ilgili gösterdikleri performans vb. nedenlerle zihin yetersizliği olan bireyler ücret ve pozisyon anlamında iş dünyasında geride kalabilmektedirler (Başbakanlık Özürlüler İdaresi Başkanlığı, 2009;Gürsel, Ergenekon ve Batu, 2007;McLaughlin, Bell ve Stringer, 2004). Zihin yetersizliği olan bireylerin iş dünyasına hazırlanabilmelerindeki en önemli yollardan biri bu bireylere okul ve iş temelli etkinlikler aracılığıyla işle ilişkili becerilerin kazandırılmasıdır (Brolin, 1997;Kohler ve Field, 2003). ...
Zihin yetersizliği olan bireylerin yaşamlarını bağımsız bir biçimde sürdürebilmelerindeki ölçütlerden biri istihdam edilmeleridir. Bunun için de bu bireylerin iş, meslek ve çalışma becerilerine sahip olmaları gerekmektedir. Bu araştırmanın amacı, zihin yetersizliği olan bireylere iş ve meslek becerilerinin kazandırılmasına yönelik gerçekleştirilmiş ulusal alanyazındaki tek-denekli araştırmaları betimsel olarak analiz etmek ve “Tek-Denekli Araştırmalar Niteliksel Ölçütleri” açısından değerlendirmektir. Bu araştırmalara ulaşmak için ulusal veri tabanları taranmış ve bu inceleme sonucunda 23 araştırmaya ulaşılmıştır. Dâhil etme ve hariç tutma ölçütlerine göre sekiz araştırma çalışmaya dâhil edilmiştir. Bu araştırmalar demografik (katılımcı, ortam, öğretim düzenlemesi vb.) ve metodolojik (bağımlı ve bağımsız değişken, araştırma modeli, etkililik, genelleme, izleme, sosyal geçerlik vb.) özelliklerine ilişkin olarak tablo ve grafik üzerinde analiz edilmiş ve elde edilen sonuçlar yorumlanmıştır. Bunun yanı sıra araştırmalar Horner ve meslektaşlarının (2005) geliştirdiği “Tek-Denekli Araştırmalar Niteliksel Ölçütleri”ne göre de değerlendirilmiştir. Özetle, (a) iş ve meslek becerilerinin zihin yetersizliği olan bireylere okul dönemi içerisinde öğretimini hedefleyen araştırmaların olduğu, (b) eşzamanlı ipucuyla öğretim, sabit bekleme süreli öğretim, video modelle öğretim ve kafe garsonluğu eğitim programının hedeflenen becerileri öğretmek üzere kullanıldığı, (c) araştırmaların birebir öğretim düzenlemesiyle gerçekleştirildiği, (d) araştırmaların Horner ve meslektaşlarının (2005) geliştirmiş olduğu “Tek-Denekli Araştırmaların Niteliksel Ölçütleri” içerisinde olan 21 ölçütün 15’i ve 19’u arasındaki ölçütleri karşıladıkları görülmektedir. Buna göre ulusal alanyazında zihin yetersizliği olan bireylere iş ve meslek becerilerinin kazandırılmasını hedefleyen araştırmaların kalitelerinde bir artış eğiliminin olduğu söylenebilir. Anahtar Kelimeler: Zihin yetersizliği olan bireyler; İş ve meslek becerileri; Tek-denekli araştırmalarda niteliksel ölçütler; Betimsel analiz.
... Shared stereotypes and discrimination in hiring decisions persist (Gouvier et al., 2003). Furthermore, evidence largely points to social rejection, isolation, and discrimination by coworkers as driving workplace absence among people with disabilities, more so than work-related issues or the disability itself (McLaughlin et al., 2004). ...
The main objective of this study was to examine the role of social context as a main mechanism to understand how organizational socialization tactics influence job inclusion of employees with disabilities (EWD). Specifically, we analyzed the influence of socialization that employees without disability received by the organization on two indicators of EWD’s job inclusion, organizational learning, and desire to stay in the organization. First, we examined the mediator role of social support perceived by EWD in the aforementioned relationships. Second, we used a cross‐level moderating approach to examine how an inclusive team context (affective climate towards disability and stigma shared by team members without disability) impacts on the relationship between EWD’s perceptions of social support and both indicators of job inclusion. Our sample was composed by 258 employees included in 66 teams from 15 organizations. Each team included one worker with disability. Two sources of information were used: EWD to measure perceived social support and indicators of job inclusion, and coworkers to measure socialization tactics, team affective climate towards disability and team stigma. We used multilevel modeling and cross‐level moderation with MPLUS to test our hypotheses. Our results showed that EWD’s perceptions of social support mediated the relationship between organizational socialization tactics and both indicators of EWD’s job inclusion. Team affective climate towards disability and team stigma moderated the relationship between EWD’s perceptions of social support and organizational learning. Thus, the social context showed potential improving EWD’s job inclusion. Theoretical and practical implications are discussed.
... Colella and colleagues (Colella, et al., 2004) noted that coworker views of the need for and fairness of providing workplace accommodations to an employee with a disability can influence whether the individual receives the accommodation. Factors that can influence co-worker perceptions of accommodations provided include type and extent of the disability (e.g., McLaughlin, Bell, & Stringer, 2004), as well as whether coworkers perceive that the disability has resulted in a worker's compensation claim (Roberts & Markel, 2001). Studies have indicated that coworker perceptions of the equity and fairness of accommodations are influenced by organizational values (e.g., Colella et al., 2004), as well as the capacity of the employee with the disability to manage the social and interpersonal issues arising around the accommodation process (Gates, 2000). ...
Since the enactment of the Americans with Disabilities Act, the provision of reasonable accommodations to jobseekers and employees with disabilities has been viewed as an essential component of hiring and retention. However, the literature on reasonable accommodations indicates reluctance on the part of jobseekers and employees with disabilities to request them, and resistance by employers to provide them. This paper reviews the literature on the provision of accommodations from the perspectives of the individual employee, the workplace , and the organization. From these three vantage points, and based on the empirical research, we suggest ten specific strategies and recommendations that the rehabilitation professional can use to address the barriers to the accommodation process in order to increase the probability that employees with disabilities request and receive reasonable accommodations that enhance work performance and contribute to job retention.
... Recent studies on disability and working life have uncovered prevailing norms and normative attitudes that pertain to ableism and othering and increase the exclusion of disabled persons from work (e.g. Mik-Meyer 2016a, 2016bBurch 2018;Vedeler 2014;McLaughlin, Bell, and Stringer 2004;Harpur 2019). ...
This article explores disabled people’s stories of their working life experiences from a narrative point of view. We claim that the idea of full-time paid employment is the basis of full citizenship (working-life citizenship) and is a dominant narrative that affects disability policy. This study is theoretically informed by the model of narrative circulation (MNC), according to which people construct their stories in relation to culturally available and hegemonic narratives. We analysed work-related plot structures in disabled persons’ life stories, which were included in the life-story data corpus ‘Life of Disabled Persons in Finland 2013–2014’. By looking at these life stories in relation to the culturally available narratives, this study identifies four story types for disabled people’s working-life citizenship: 1) working-life citizenship as a hero story, 2) the tragedy of working-life citizenship, 3) the comedy of working-life citizenship and 4) working-life citizenship as tragic irony. The findings suggest that while paid employment is considered a major source of inclusion, the stories of persons with disabilities are not always heroic stories in which hero status is achieved. Such stories often remain untold and unheard. However, they need to be told and heard for the conditions of inclusion to be understood.
... Finally, this study contributes to stigma-by-association literature. Disabilities are stigmatized, eliciting tainted and discounted perceptions of the person (Goffman, 1963;McLaughlin, Bell, & Stringer, 2004). Yet, stigma is not limited to the stigmatized individual but can also lead to stigma-by-association effects for others (targets) who are perceived to be associated with it (Dwertmann & Boehm, 2016;Kulik, Bainbridge, & Cregan, 2008). ...
... Several scholars have pointed out the nature of exclusion, evidencing the persistence of ability based inequality through several 'disability gaps' such as employment gaps (Geiger et al., 2017), pay gaps (Kruse et al., 2018), temporary and part-time contracts (Pagán, 2012), segregation into low-quality work and certain occupations (Maroto and Pettinicchio, 2014), lower job and pay satisfaction (Shantz et al., 2018), lower performance evaluations (Lengnick-Hall et al., 2008), underemployment (Konrad et al., 2013) and ill-treatment (Fevre et al., 2013). Others have focused their efforts on mapping out the underlying reasons for such exclusion, ranging from stigma (McLaughlin et al., 2004) and the denial of reasonable accommodation (Baldridge and Swift, 2016;Harlan and Robert, 1998) to hostile corporate cultures (Schur et al., 2009). ...
Despite growing attention for how disabled people become Othered in organizational settings and similar scholarly interest in the treatment of non-humans at work, no analysis so far has focused on the potential double marginalization that takes place when disabled people go to work with their service animal. In filling this void, this study draws attention to the embodied entanglement of ‘humanimal’ in a number of organizations where animals are unexpected. The study argues that the spatial, discursive and affective treatment of service dogs operates as a proxy for the in/exclusion of employees with mobility and visual impairments. This way, processes of ableism become masked as subtle and indirect performances towards non-human Others. Contributions are made towards several literatures by introducing the idea of a ‘proxy’ to help understand the different modes of peripheral inclusion of disabled employees via their legally accepted service animals, by bringing in the role of affect in workplace disablement, and finally by taking animal labour more seriously.
... Despite acknowledging that context plays a huge role in how people conceptualize disability, forming beliefs that are often conducive to stigma and discrimination, the large majority of studies investigating the portrayal of disability and the factors that shape disability stigma are often carried out in the Global North [1,40,44,53,91]. This disparity of research interest is highly problematic as, according to estimates from the World Health Organization, over 80% of people with disabilities live in the Global South [97]. ...
Mental health in the workplace is an area of growing global attention. In this study, we examine the stigma management strategies of professionals with concealed mental health conditions. We assess data from 26 interviews with professionals in India who have not disclosed their mental health condition at work. Findings reveal three stigma management strategies: compartmentalizing the “personal” to define the professional, securing the self, and selective relationship building with supportive individuals. These findings speak to conversations about inequality, stigma, and mental health in the workplace, and what it means to be an ideal worker in the Global South and beyond.
Understanding the workplace experiences of people with disabilities (PWD) is crucial for creating truly inclusive environments. We explore how perceived climate for inclusion affects social anxiety among employees with varying levels of disability severity. Adopting an interactionist perspective, we propose a mediated moderation model in which disability severity weakens the negative effect of perceived climate for inclusion on social anxiety, with this effect mediated by acceptance of disability. To test our hypotheses, we conducted two studies: one with a sample of Chinese employees and another with a culturally diverse sample. We found that the protective effect of perceived climate for inclusion on reducing social anxiety diminishes as disability severity increases, because individuals with more severe disabilities have lower levels of acceptance of disability. These findings underscore the complexities of fostering workplace inclusion and highlight the critical role of self‐acceptance in shaping the effectiveness of inclusive initiatives. Our research contributes to the literature on disability, inclusion, and workplace diversity by revealing the nuanced dynamics that influence social anxiety among PWD in inclusive settings.
Apesar do sistema educativo português se ter já organizado para promover a inclusão dos estudantes com necessidades educativas específicas, há ainda um longo caminho a percorrer para alterar as atitudes das empresas em relação à contratação de colaboradores com incapacidades (ou limitações) específicas. Uma parte das razões destas dificuldades tende a associar-se às atitudes dos consumidores em relação à aquisição de produtos ou de serviços produzidos por profissionais com limitações específicas. Siperstein e colaboradores (2006) apresentam uma escala de avaliação das atitudes dos consumidores em relação às empresas que contratam pessoas com limitações específicas, com o objectivo de avaliar a eventual relação entre as referidas atitudes e a decisão dos consumidores comprarem produtos e serviços das empresas que assumem o seu papel de agentes de construção de uma sociedade mais inclusiva, pela contratação destes cidadãos. Com recurso a uma metodologia de inquérito por questionário, foram recolhidos dados numa amostra de conveniência e elaboradas algumas conclusões, de entre as quais se destaca a de serem os consumidores do sexo feminino, com mais idade e com uma experiência prévia de aquisição de um produto ou serviço prestado por um trabalhador com limitações específicas aqueles que apresentam atitudes mais favoráveis em relação às empresas que assumem esta responsabilidade de promoção de uma sociedade mais inclusiva. Em conclusão, sugere-se a divulgação das boas práticas destas empresas, com o propósito de promover uma mudança de atitudes nos consumidores em geral e nas empresas.
Bu araştırmanın amacı; T.C. 1982 Anayasası’nın 2. Maddesi’nde yer alan “sosyal devlet ilkesi”nin bir gereği olarak bakıma muhtaç bireylerin topluma kazandırılması adına uygulamada var olması gereken engellilerin istihdamını sağlamaya yönelik korumalı işyerini konu edinmiştir. Engelliler toplum içinde göz ardı edilen farklı durumlara/yeteneklere sahip bireylerdir. Bu bireylerin hayata bağlanması ve korumalı işyerlerinin çatısı altında ekonomik hayata dâhil olmasının ne derece gerçekleştiği bu çalışmada kavramsal düzeyde ele alınmıştır. Ayrıca Anayasa’nın 49, 50 ve 61. Maddelerinde yer alan; çalışma hakkı, çalışma şartları, ödevi ve dinlenme hakları ile sosyal güvenlik bakımından özel olarak korunması gerekenleri belirten yasalar ve Büyükşehir Belediye Özürlü Hizmet Birimleri Yönetmeliği kapsamına giren ilgili mevzuat değerlendirilmiş, akabinde mevcut yasaların iyileştirilmesine yönelik birtakım öneriler geliştirilmiştir. Türkiye’de engelli istihdamının OECD ve bazı Avrupa ülkelerine kıyasla geride kaldığı, bu anlamda geliştirilmesi gereken korumalı işyerleri için daha fazla adımın atılması gerektiği sonucuna varılmıştır. Ayrıca çalışmada korumalı işyeri pratiği down kafeler özelinde Türkiye’den ve dünyadan örneklerle mukayeseli olarak incelenmiştir. Türkiye’de down kafelerin bağlı olarak hizmet verdiği kurumlar tahlil edildiğinde ise yaklaşık yüzde 55’nin belediyelere, yüzde 35’nin dernek ve vakıflara, yüzde 10’unun ise özel kesim girişimlerine ait olduğu gözlemlenmiştir. Türkiye örnekleminde özel kesim ve belediyelerin birlikte organize ettiği down kafe sayısının yetersiz kaldığı saptanmıştır. Sonuç olarak yasal altyapısı olsa da korumalı işyerlerinin daha yaygın hâle gelebilmesi ve fonksiyonlarını tam anlamıyla yerine getirebilmeleri için ilgili yasal mevzuatın daha esnek ve uygulanabilir olmasına yönelik adımlar atılması gerekmektedir.
Purpose
The goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.
Design/methodology/approach
To test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.
Findings
Results indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.
Originality/value
The vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the “limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability” (Beatty et al. , 2019, p. 122).
Study design: A cluster randomized controlled trial. Aim: The main aim of this study was to investigate possible differences between the modified atWork intervention (MAW) and the original atWork intervention (OAW) in workplace inclusion. atWork is an intervention using the workplace as an arena to normalize and debunk myths regarding common health complaints. Methods: Employees working in 93 Norwegian kindergartens were eligible participants. Kindergartens were randomly allocated to two different health promoting interventions (MAW n = 406 employees, OAW n = 438 employees) in a concealed process. There was no blinding to group allocation. The outcome was workplace inclusion of persons with different health or social challenges, measured by the Workplace Inclusion Questionnaire. MAW targeted musculoskeletal and mental health complaints and consisted of two sessions for everyone at the workplace and two additional sessions for managers and workplace representatives. OAW targeted musculoskeletal complaints and consisted of three sessions for everyone at the workplace, in addition to peer support. Results: There were no significant differences in change on workplace inclusion between the MAW and the OAW after the interventions. However, participants in the MAW group were more willing to include the cases describing an older worker, a previous drug addict, and a person with minority background after the intervention, and participants in the OAW group were more willing to include the cases describing a person with a spine fracture and a person with ADHD after the intervention. Conclusions: Both interventions showed a positive effect on workplace inclusion, but there were no between-group differences. Trial registration: Clinicaltrials.gov: NCT02396797. Registered March 23th, 2015.
BACKGROUND: Individuals diagnosed with stroke have a poor return to work rate, particularly in rural communities. OBJECTIVE: The aim of the study is to describe the experiences and perceptions of individuals diagnosed with stroke about the usefulness of the Model of Occupational Self Efficacy (MOOSE) in assisting them in returning to their worker role. METHODS: The study utilized an explorative, descriptive, qualitative research design, furthermore the data was analyzed using thematic analysis, resulting in three themes. Seven stroke survivors and one key informant participated in the study. RESULTS: Theme one: Obstacles that affect the return to work of stroke survivors in a rural community. Theme two: Re-establishing a strong belief in functional ability through participation in occupation. Finally, theme three: The MOOSE enables transition to the worker role in a rural context. CONCLUSION: The findings indicate that the MOOSE is a useful model in facilitating the return to work of individuals diagnosed with a stroke. The participants struggled to return to work not only due to their loss of abilities but also their lack of knowledge with regard to how to return to work and their diagnosis of a stroke.
The study followed a descriptive research design to assess the employee readiness for inclusive workplaces that permit transgender. The sampling method used is cluster sampling. 185 enterprises were contacted for collecting data through the structured questionnaire, out of which 152 respondents from 79 companies have participated in the research study. To test the hypothesis, Partial least square based approach was adopted. WarpPLS version 8.0 was used for hypothesis testing. The research attempted to address the stigma in the minds of the employees, to accommodate transgenders at workplace. Results demonstrated that the co-worker and senior management support was influential in reducing the stigma of peers and helped in accommodating transgenders in the workplace. Using sensitization programs and creation of structural measures, the team succeeded in placing nine transgender employees in the textile unit. Keywords: Transgender, Partial Least square, WrapPLS, Inclusivity
Introduction
With the new coronavirus (COVID-19) pandemic across the world, it is critical to propose effective strategies for stigma governance in public health emergencies in order to reduce negative effects caused by stigma. However, no known research has focused on the essential role of events in understanding stigma phenomenon from the perspective of external dynamic changes.
Methods
Based on the event system theory, this paper analyzes the evolution mode and characteristics of specific events in the process of stigmatization from strength, space and time aspects, and taking COVID-19 event as an example, 1202 questionnaires and empirical analysis were conducted.
Results and discussion
Our results reveal that event strength directly affects the results of stigmatization, and such impact appears to be more prominent with a novel, disruptive and critical event. In addition, spatial and temporal attributes represent the dynamic development of an event, and they can interact with event strength to regulate the relationship between event strength and outcomes. Finally, stigma governance strategies under public health emergencies from three aspects of event strength, space, and time were put forward.
Latar Belakang. Inklusifitas di tempat kerja bagi pekerja dengan disabilitas diwajibkan dan diatur oleh pemerintah. Namun pekerja dengan disabilitas tidak hanya menghadapi tantangan dalam pemenuhan hak untuk memperoleh pekerjaan yang layak, tetapi juga menghadapi stigma dari rekan kerja. Hal tersebut memengaruhi kinerja pekerja dengan disabilitas, yang dalam jangka panjang akan memengaruhi kinerja perusahaan. Tujuan. Penelitian ini bertujuan untuk mengetahui gambaran stigma pekerja terhadap pekerja dengan disabilitas di tempat kerja.Metode. Penelitian ini merupakan penelitian deskriptif dengan desain studi potong lintang. Populasi penelitian ini adalah pekerja yang sedang bekerja minimal tiga bulan. Teknik pengambilan sampel yang digunakan adalah accidental sampling dengan melakukan pengisian kuesioner melalui google form dengan total sampel sebesar 71 orang.Hasil. Hasil penelitian menunjukkan 30,99% responden memiliki stigma yang tinggi, 40,85% responden mempunyai sikap negatif yang tinggi, 38,03% responden dengan diskriminasi yang tinggi, dan 38,03% dengan persepsi keadilan yang rendah terhadap pekerja dengan disabilitas.Kesimpulan. Pekerja dengan disabilitas mendapatkan stigma dan diskriminasi di tempat kerja. Hal ini merupakan salah satu faktor penyerapan angkatan kerja pada usia produktif kelompok penyandang disabilitas rendah apabila dibandingkan dengan kelompok non disabilitas. ABSTRACT Background: Inclusiveness in the workplace for workers with disabilities is required and regulated by the government. However, workers with disabilities face challenges in fulfilling their right to obtain decent work and the stigma from colleagues. This situation affects the performance of workers with disabilities, which in the long run will affect company performance.Objective: This study aims to describe the stigma of workers against workers with disabilities in the workplace.Method: The study was a descriptive study with a cross-sectional study design. The population was workers working for at least three months. The sampling technique was accidental sampling by filling out a questionnaire through Google form with a total sample of 71 people.Results: The results showed that 30.99% of respondents had a high stigma, 40.85% of respondents had high negative attitudes, 38.03% of respondents had high discrimination, and 38.03% had low perceptions of justice towards workers with disabilities.Conclusion: Workers with disabilities experience stigma and discrimination in the workplace. This is one of the factors in the low absorption of the workforce at productive age groups with disabilities when compared to non-disabled groups.
Disability spoils the identities of persons with disability and exposes them to stigma. Contrary to the belief that disability stigma is associated with the low social class position, middle-class persons with disability also experience stigma. Experiences of poor and underprivileged persons with disability are well documented but the experiences of middle-class persons with disability are often unnoticed. This study explored how middle-class persons with disability experience lowered social expectations because of their assumed vulnerability and supposed functional incompetence. Using the hermeneutic phenomenology approach, the study explored the lived experiences of 16 middle-class persons with disability who were purposively selected. Data was collected through in-depth interviews and analysed using the Interpretative Phenomenological Analysis approach. The participants shared experiences from various parts of Ghana. Middle-class persons with disability are assumed to lack physical strength, intellectual abilities, financial capacities, and relational abilities. They are, therefore, often treated with contempt. These experiences are influenced by nuances in social norms, relational factors, and personal characteristics such as social class, age, gender, type of impairment, and time of acquisition of impairment. Persons with disability are not a homogenous category of people. They are as diverse as non-disabled people are. The differences in their individual identities and social statuses must be considered in the design and implementation of social inclusion interventions and welfare policies meant to eliminate disability stigma and discrimination.
Relationships are central to organizing, work, and organizations. Yet, in many instances, relationships do not build themselves, and third-party actors are often needed to intervene in situations, persuade individuals, and facilitate connections across disconnected actors in organizations. Little is known about the strategies through which third-party actors can broker relationships across what are considered to be intractable social boundaries—membership in stigmatized or nonstigmatized social identity-based groups. We build a process theory of what we call “bridgework,” the strategy used by third-party agents, intermediaries, and allies to bridge by shifting value-related perceptions about actors on the other side of social identity-based divides. More specifically, we focus on a stigmatizing social identity that can create boundaries that are often reinforced through informal network ties. Based on interviews, participatory observation, and archival data with job coaches for adults with autism spectrum disorders and related developmental disabilities, we showcase a model of bridgework—a combination of internal and external strategies across three stages (adding, stabilizing, and maintaining perceptions of value) to facilitate relationships between stigmatized and nonstigmatized members of organizations. We discuss how our grounded model contributes to the rich traditions of research on stigma, brokerage, disability studies, positive relationships, and compassion in organizations.
Funding: This project was supported by a Smeal Small Research Grant in Spring 2015.
Background
Mock or practice interviews have become a typical tool for transition programs for individuals with intellectual and developmental disabilities.
Method
We examined what interview skills were most associated with subsequent employment for individuals intellectual and developmental disabilities via practice interviews. The likelihood of employment was measured as a function of whether the interviewer responded that they would hire the individual.
Results
Results indicate that the following job interview skills were considered most important were: sits still and straight; understandable speech; good posture; appropriate voice; and appropriate handshake.
Conclusions
As these potential employers had hired individuals with intellectual and developmental disabilities, we suggest that their feedback would be particularly relevant.
The perception of people with disability (PwD) is of key importance for the full inclusion of this group in the labour market. The article presents selected results of research on the perception of PwD in the workplace. The analyses are based on the results of semiotics research conducted in Poland and of quantitative study in the form of computer-assisted Internet interviews (CAWI) carried out on representative samples from eight European countries. Opinions of Internet users were collected in Belgium, Bulgaria, Greece, Spain, Germany, Poland, Sweden and Great Britain. The results of semiotic analyses on texts mainly from Polish culture made it possible to identify the prevailing images of disability in Polish popular culture and inspired the authors to seek diversity in perceptions of disability depending on social and cultural patterns in a given country. The results of the international survey were used to compare all eight countries with regard to the relationship between the dimensions of culture according to G. Hofstede, and openness to people with disability in the workplace. The conducted research indicates that the perception of the issue of disability is significantly related to the selected dimensions of culture according to G. Hofstede.
There is a general consensus regarding the essential nature of effective communication in the workplace. However, in practice, there seems to be a narrow and specific definition of communication effectiveness that goes above and beyond the ability to deliver information. This perpetuates stigma surrounding communication disorders such as stuttering, and helps drive negative employment outcomes for those who stutter. In this paper, we develop a model of Stuttering Stigma in Organizational Communication (SSOC) in order to better understand the complexity surrounding communication, stuttering, and stigma. We discuss implications for organizations and strategies for stigma reduction.
An experiment assessed the impact of disability–job fit stereotypes and reward interdependence on personnel judgments about persons with disabilities. Students (N = 87) evaluated 3 confederates. The experiment varied disability of the target confederate (dyslexia vs. nondisabled), task, and dependence of rater rewards on partner performance. Two disability–task combinations represented stereotypical poor fit and good fit. Dependent variables were performance evaluations, performance expectations, and ranking of target as a partner. There was negative bias against the confederate with dyslexia in poor-fit conditions. In the interdependent reward condition, there was a negative main effect for disability, regardless of fit. No effects for disability were found on performance ratings or expectations. Results indicate the need to consider disability–job fit stereotypes and consequences to raters when assessing the impact of disability on personnel judgments.
Conducted 2 experiments with a total of 64 undergraduates to demonstrate a general strategy for detecting motives that people wish to conceal. The strategy involves having people choose between 2 alternatives, one of which happens to satisfy the motive. By counterbalancing which one does so, it is possible to distill the motive by examining the pattern of choice that people make. The motive employed was the desire to avoid the physically handicapped. It was predicted that because most people would not wish to reveal this desire, they would be more likely to act on it if they could appear to be choosing on some other basis. Results show that Ss avoided the handicapped more often if the decision to do so was also a decision between 2 movies and avoidance of the handicapped could masquerade as a movie preference. (17 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
A multilevel model is presented to describe how socialization processes within work teams are affected by team demographics, for it is during socialization that team norms are established and behavior becomes routinized. Several proposition are offered concerning the relationships between (a) individual, interpersonal and team attributes, (b) interpersonal communications and relationships, and (c) subsequent outcomes such as performance, power and influence dynamics, development, and membership stability.
Increasing attention is being paid to the fair treatment of individuals in society and in organizational contexts. Fair treatment issues are a concern of special importance to individuals who are stigmatized by virtue of their standing on variables such as physical attractiveness, physical and psychological handicaps, and race. Theories and models from social psychology, political psychology, sociology, and other academic disciplines provide a number of useful explanations of stigmatization and its consequences. Stigma-related issues are only infrequently studied by individuals in industrial and organizational psychology and closely allied fields. This chapter stresses on the need for industrial and organizational psychologists and researchers in closely allied fields to pay much more attention to stigmas and stigma-related problems in organizational settings. The chapter considers the nature of stigmas and the processes through which individuals become stigmatized, and then deals with the stigmas of race, physical unattractiveness (unattractiveness), and handicaps. It also describes strategies that might be used to deal with problems that stigmatized individuals encounter in organizational contexts, and considers issues that relate to research on stigmas in organizational contexts.
A model of factors thought to affect the treatment of disabled individuals in organizations is presented. Specifically, the model suggests that person characteristics (e.g., attributes of the disabled person, attributes of the observer), environmental factors (i.e., legislation), and organizational characteristics (e.g., norms, values, policies, the nature of jobs, reward systems) combine to affect the way disabled individuals are treated in organizations. Furthermore, the model indicates that the relationships just noted are mediated by observers' cognitions (i.e., categorization, stereotyping, expectancies) and affective states. Finally, the model predicts that the disabled person's responses feed back to modify observers' expectancies and organizational characteristics. Implications for conducting research on disability issues and facilitating the inclusion of disabled individuals in organizational settings are discussed.
There has been a remarkable resurgence of research in organizational socialization in the past 5 years. In fact, there have been more published studies in this period than in any previous period. The diversity of topics and the use of longitudinal designs has provided a substantial increase in our understanding of the socialization process. In this review of organizational socialization, we attempt to make sense of the last 5 years of research as a prologue for the future. First, we review several theoretical perspectives that have driven most of the research and present a multi-level process model of organizational socialization that integrates current theory and research. Second, we review the research in six major areas: socialization tactics; socialization training; proactive socialization; socialization learning and content; group socialization; and moderators, mediators, and individual differences. Third, we evaluate the methodology and measurement used in socialization research. Finally, we conclude with a discussion of research needs for the next 5 years of organizational socialization research.
An experimental design was employed to assess the impact of a managing diversity policy on participants' ratings of organizational attractiveness. Four hundred forty-eight upper level undergraduate management students were randomly assigned to either a g diversity or a control condition. Subjects were asked to read one of two forms of a recruitment brochure describing a fictitious company and then to rate the attractiveness of the company. As hypothesized, participants in the managing diversity condition rated the organization significantly more positively than did those in the control condition. There were also significant main effects for race and gender that accounted for more variance in the ratings of organizational attractiveness than did the managing diversity manipulation. Non-Whites and women had higher mean organizational attractiveness ratings than Whites and men, respectively. Managerial implications of the findings and future research directions are discussed.
Regression equations may be used for estimating givenvalues to serve as parallel analysis criteria for determining the number of factors to retain. The accuracy of the first givenvalue's estimate directly influences the accuracy of subsequent estimates of given-values in regression equations derived to predict the latent roots of random data correlation matrices. Augmenting an equation presented by Allen and Hubbard (1986) with a variables-to-subjects ratio term leads to a significant improvement in predicting the first, as well as subsequent, givenvalues. Squared multiple correlations are .993 or higher for predicting all givenvalues. Parameter estimates for the augmented equation are presented to permit calculation of more nearly precise estimates of up to 48 givenvalues of a random data correlation matrix.
This article reviews the literature on the effect of HIV disease on work and employment for the years 1992–1996. Three work contexts are examined. Part one explores the effect of this disease on the career development and employment of the HIV-infected individual. Research is reviewed on the physical, psychoneurological, and psychosocial aspects of HIV disease that affect work. Part two examines the workplace impact of HIV disease on employers, employees, and formal caregivers (e.g., counselors and medical personnel) including legal aspects, attitudes toward HIV-infected persons, and workplace stressors and rewards. Part three examines the effects of providing care to HIV-positive persons on the employment and careers of informal caregivers. Each section of the review presents a summary and critique of the research and suggestions for future research. General conclusions are presented in the final section of the paper.
Trait attributions concerning able-bodied college students and those with a physical disability were investigated in two studies. In Study 1, 194 able-bodied students completed extensive adjective checklists in one of four experimental conditions: stimulus person physically disabled (wheelchair user) male, disabled female, able-bodied male, or able-bodied female college student. To avoid self-presentation biases, subjects completed checklists not in terms of their own views but in terms of commonly held stereotypes. Results showed that not only were fewer socially desirable and more undesirable traits attributed to students with a disability than to able-bodied students, but when tested for “sameness” vs. “oppositeness” using two circumplex models, traits attributed to students who have a disability were clearly the “opposite” of those attributed to able-bodied students. In Study 2, 115 students completed a trait checklist based on the findings of Study 1 with reference to one of the four stimulus persons. Although subjects reported their own views, the results were consistent with those of Study 1. It was also found that stereotyping in the socially desirable direction was related to stereotyping in the undesirable direction; both were related to lack of ease with students with a disability. Common stereotypes of wheelchair user students are listed and the implications of the findings for the design of programs to reduce prejudice and integrate students with a disability into academic life are discussed.
Focusing on the formation, structure, and correlates of attitudes toward people with disabilities, this book is a valuable resource for researchers in a variety of disciplines. Part I examines the concept of attitudes and presents a taxonomy for the classification of attitude measurement methods. Detailed descriptions of 14 direct measurement methods are included, along with information on multidimensional scaling, and four indirect measurement methods. Part II is concerned with the psychometric adequacy of attitude scales. It presents the concepts of reliability and validity, covers methods to estimate both, and details guidelines for the construction and psychometric analysis of rating scales. The chapters in Part III provide specific, technical information on 22 attitude scales. The development of each scale is described, information is presented on the scale's psychometric adequacy, and general comments about the usefulness of the scale are provided. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two studies investigated whether a stigma of incompetence marks those associated with affirmative action programs. In an experiment, 129 male and female undergraduates reviewed the application materials of someone said to be recently hired for 1 of 2 jobs. The hiree was either a man or a woman, and the woman either was or was not associated with an affirmative action program. The affirmative action label was found to negatively affect the perceived competence of women hirees regardless of the degree to which the job was male sex-typed. A field investigation in which 184 White men provided information about their co-workers supported these results. It additionally demonstrated that the relationship between perceived competence and presumed affirmative action status held not only when co-workers were White women but when they were Black men and Black women as well. The affirmative action label also was associated with negative characterizations of activity and potency and, in the field study, interpersonal attributes and prognoses for career progress. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Discusses mediation relations in causal terms. Influences of an antecedent are transmitted to a consequence through an intervening mediator. Mediation relations may assume a number of functional forms, including nonadditive, nonlinear, and nonrecursive forms. Although mediation and moderation are distinguishable processes, with nonadditive forms (moderated mediation) a particular variable may be both a mediator and a moderator within a single set of functional relations. Current models for testing mediation relations in industrial and organizational psychology often involve an interplay between exploratory (correlational) statistical tests and causal inference. It is suggested that no middle ground exists between exploratory and confirmatory (causal) analysis and that attempts to explain how mediation processes occur require specified causal models. (57 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The research reported here examined two questions relevant to the study of attitudes toward persons with a disability. The first question addressed concerned a multidimensionality hypothesis, which suggested that attitudes should vary as a function of both the type of disability considered and the social context. The second question addressed the correlates of attitudes toward persons with a disability. The extent to which variables previously found to be related to attitudes are still significant is questionable in light of much recent advocacy for and by persons with a disability. By means of a hierarchical regression analysis, the relationship of certain demographic and contact variables to attitudes toward persons with a disability was examined. Results of this study supported the multidimensionality hypothesis, and in addition suggested that contact with persons with a disability is a major determinant of attitudes. Somewhat surprisingly, demographic variables accounted for limited variance in attitudes. Implications and research directions are discussed.
111 studies published, 1975–1984, were grouped into 5 major substantive categories, and a comparative meta-analysis was used to contrast the outcomes of paper people studies (i.e., raters read performance vignettes and then rated the performance of several hypothetical ratees) to those of similar studies in which ratings were based on the direct or indirect observation (e.g., via videotape) of ratee behavior. Effect sizes were found to be significantly larger in paper people studies, although this difference was not uniform across all research areas. Results are discussed in terms of differences in signal-to-noise ratios across the 2 methods. (101 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two studies examined attitudes of nondisabled persons toward people with visible physical disabilities and the images evoked by the word disabled. Study 1 involved 184 undergraduates; Study 2 involved 84 county Social Services employees and sought to replicate the findings of Study 1. Rankings of acceptability for the disabilities were obtained by asking Ss to indicate the level of intimacy they would allow for each of 13 disabilities, using the Social Distance Scale (SDS) and, in Study 1 only, the Attitudes Toward Disabled Persons scale (ADTP). Results indicated that as level of intimacy increased, there was a decreased acceptance of persons with disabilities; a stable hierarchy of acceptance was also found. When questioned about the image of a disabled person, Ss most often selected a wheelchair user. Findings suggest that uses of the SDS and ADTP are different, with the SDS more accurately measuring relationships and intimacy. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Undergraduates (N = 349) at a multicultural metropolitan university were surveyed to assess (a) beliefs and evaluations of potential components of affirmative action plans (AAPs), (b) correlations between attitudes toward affirmative action and such beliefs and evaluations, (c) differences in reactions as a function of the AAP target (minorities, women, or people with disabilities), and (d) gender and ethnic differences in the results of a, b, and c. Many beliefs about affirmative action were incorrect. Recruitment, training, and attention to applicant qualifications were favored, whereas discrimination, quotas, and preferential treatment were opposed. Opposition to potential AAP components was directly related to the weight given to demographic status. Responses varied depending on respondent gender and ethnicity. Conflict associated with affirmative action can be minimized by eliminating certain misperceptions about AAPs and by incorporating positively evaluated components.
The just world hypothesis states that people have a need to believe that their environment is a just and orderly place where people usually get what they deserve. The present article reviews the experimental research that has been generated by the just world hypothesis. Considerable attention is devoted to an experiment by M. J. Lerner and C. H. Simmons (see record
1966-11086-001). In light of the existing empirical findings, an elaboration of the initial hypothesis is offered, and it is suggested that people's need to believe in a just world affects their reaction to the innocent suffering of others. Finally, recurrent conceptual misinterpretations and methodological errors found in the literature are identified. (73 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Presents principles for the development of an error-choice test to demonstrate how direct and indirect methods are used to measure attitudes toward persons with disabilities. Examples of direct methods are interviews, surveys, sociometrics, rankings, adjective checklist, social distance scales, and paired-comparison scales; all of which are limited by threats to the validity of the resultant data. Indirect methods are physiological, nonobtrusive behavioral observation, projective techniques, and disguised procedures. Indirect methods should be useful among service providers whose responses to a direct method may be biased by respondent sensitization, response styles, and reactive effects. The error-choice method can supplement the direct attitude instruments because of the high probability that direct measurement methods alone will yield biased data. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Selection evaluations for disabled job applicants were experimentally explored in this study. One hundred and twenty-five business administration undergraduates reviewed the cover letter and resume of a handicapped applicant and the job description for a simulated position. The applicant’s impairment was systematically manipulated in the cover letter. Attribution of responsibility for the disability and the recommendation to hire were measured. Subjects made different hiring recommendations for the applicant as a function of perceived qualifications and presumed personal blame for the disability. In addition, the applicant with cancer received a less favorable recommendation.
The research reported here examined two questions relevant to the study of attitudes toward persons with a disability. The first question addressed concerned a multidimensionality hypothesis, which suggested that attitudes should vary as a function of both the type of disability considered and the social context. The second question addressed the correlates of attitudes toward persons with a disability. The extent to which variables previously found to be related to attitudes are still significant is questionable in light of much recent advocacy for and by persons with a disability. By means of hierarchical regression analysis, the relationship of certain demographic and contact variables to attitudes toward persons with a disability was examined. Results of this study supported the multidimensionality hypothesis, and in addition suggested that contact with persons with a disability is a major determinant of attitudes. Somewhat surprisingly, demographic variables accounted for limited variance in attitudes. Implications and research directions are discussed.
Two studies investigated whether a stigma of incompetence marks those associated with affirmative action programs. In an experiment, 129 male and female undergraduates reviewed the application materials of someone said to be recently hired for one of two jobs. The hiree was either a man or a woman, and the woman either was or was not associated with an affirmative action program. The affirmative action label was found to negatively affect the perceived competence of women hirees regardless of the degree to which the job was male sex-typed. A field investigation in which 184 White men provided information about their co-workers supported these results. It additionally demonstrated that the relationship between perceived competence and presumed affirmative action status held not only when co-workers were White women but when they were Black men and Black women as well. The affirmative action label also was associated with negative characterizations of activity and potency and, in the field study, interpersonal attributes and prognoses for career progress.
The process of exchange is almost continual in human interactions, and appears to have characteristics peculiar to itself, and to generate affect, motivation, and behavior that cannot be predicted unless exchange processes are understood. This chapter describes two major concepts relating to the perception of justice and injustice; the concept of relative deprivation and the complementary concept of relative gratification. All dissatisfaction and low morale are related to a person's suffering injustice in social exchanges. However, a significant portion of cases can be usefully explained by invoking injustice as an explanatory concept. In the theory of inequity, both the antecedents and consequences of perceived injustice have been stated in terms that permit quite specific predictions to be made about the behavior of persons entering social exchanges. Relative deprivation and distributive justice, as theoretical concepts, specify some of the conditions that arouse perceptions of injustice and complementarily, the conditions that lead men to feel that their relations with others are just. The need for much additional research notwithstanding, the theoretical analyses that have been made of injustice in social exchanges should result not only in a better general understanding of the phenomenon, but should lead to a degree of social control not previously possible. The experience of injustice need not be an accepted fact of life.
We developed and tested hypotheses describing the psychological process invoked when managers receive requests for accommodations from employees with disabilities. In two scenario-based experiments, obligation and attitude had consistent effects on managers' intentions to comply, mediating the influence of performance instrumentality and perceived fairness. Psychological reactions were affected by the controllability of a disability's onset, the employee's past performance, and the size of the requested accommodation.
Why should workplace managers bother being concerned about the civil rights of people afflicted with HIV/AIDS? Because it is the law under the Americans with Disabilities Act of 1990 (ADA). In this article, James D. Slack examines the dynamics involved with applying the protections of the ADA to the most vulnerable group of disabled Americans-those who are in the HIV spectrum. In order to implement effectively the ADA in the age of AIDS, managers must be knowledgeable about the nuances of both the law and the disease. Slack concludes that managers must develop a workplace environment that supports and encourages the utilization of ADA-based rights by people with HIV/AIDS and suggests three specific activities which can help establish and maintain that environment.
The unemployment rate hit a 30-year low; services led job growth, and the recent downward trend in manufacturing employment abated in the second half of the year.
Organizational socialization is the process whereby newcomers to work organizations become insiders. The socialization process has been linked to various outcomes including newcomer job satisfaction, organizational commitment, job knowledge and performance, promotion and advancement rate, salary, and turnover. The purpose of the present paper is threefold: (1) to examine issues facing persons with disabilities during organizational socialization in order to help guide future research on this topic; (2) to provide an awareness of potential aditional barriers (unrealistic newcomer expectations, interaction avoidance, "norm to be kind," low work group expectations) that face newcomers with disabilities as they begin jobs; and (3) to suggest some possible policies, programs, and interventions that might help persons with disabilities to overcome those barriers.
This research examined whether diversity management provides a perception of enhanced employee qualifications and competence. In the first experiment, a sample of 179 undergraduate business students at two universities answered questions after viewing a recruitment bulletin, a job description, and an application. There was a significant difference in perceptions between female and male job types (lab technician and electrician) and in perceptions of qualified candidates according to job type. Women hired under diversity management were viewed as more qualified than were affirmative action hires when applying for a perceived male job type. A total of 220 undergraduate business students participated in a second experiment designed to illuminate differences between diversity management and affirmative action for racial groups. Racial minorities hired under diversity management were viewed more positively than were those hired under affirmative action. Diversity management is seen as a successful strategy for employing women and racial minorities.
The Americans With Disabilities and Rehabilitation Acts extend equal employment opportunity to categories that include those of individuals with seemingly self-inflicted and voluntary disabilities. This article applies attribution theory to examine a number of theoretical and practical issues, which indicate that inclusion of self-selected or achieved role groups may result in a compliance backlash harmful to equal employment opportunity. A pilot study supports the conclusion that individuals seen as causing their own problems are viewed as less desirable employees. The article suggests need for caution in extending EEO coverage and offers guides for program success. Implications are also discussed for development of a managerially-based social contract theory.
Then correlation matrices based upon real and random data with squared multiple correlations in the diagonals are factored, the hypothesis is that the point at which the curves of the latent roots cross indicates the number of common factors. Sampling studies confirm the hypothesis when the common factor model provides a good fit to the data. When small overlapping, nonrandom factors are introduced, the expected value of the number of common factors can still be the number of major factor in the population when the nonrandom "noise" is small compared to sampling error "noise." This criterion for the number of common factors, furthermore, is more accurate than the method of maximum likelihood.
An analysis of the definition of minority group indicated that the disabled can be considered as holding that status. Further exploration of the similarities and differences between the disabled and other minority groups yielded an array of factors which can have profound effects on every disabled person. The importance of using this information in a practical way was stressed.
Methods variance and its effects are at the center of a debate in organizational science. Most of the debate, however is focused an the prevalence of common methods variance and ignores common methods bias, or the divergence between observed and true relationships among constructs. This article assesses the level of common methods bias in all multitrait-multimethod correlation matrices published over a 12–year period in a set of 6 social science journals using a combination of structural equation modeling and meta-analysis. The results indicate that only 46% of the variation in measures is attributable to the constructs, that 32% of the observed variation in measures is attributable to common methods variance, and that common methods variance results in a 26% bias in the observed relationships among constructs. This level of bias is cause for concern but does not invalidate many research findings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
This review of research on factors which influence the degree of stigma attached to handicaps discusses: (1) ranking handicaps in order of acceptability; (2) personality factors involved in response to handicaps; (3) how professional groups respond to handicaps; and (4) how attitudes may be changed. (Author)
The promotion potential and perceived value of employees with disabilities was experimentally explored. Supervisors and midlevel managers (n= 168) made promotion recommendations for employees of an hypothetical manufacturing company. The candidates for promotion were presented as having 1 of 8 different types of disability or health problem. Results demonstrate that the candidates with either depression or obesity are evaluated more negatively than their equally qualified nondisabled peer. Perceived personal blame for the disability/health problem correlated negatively with promotion recommendations.
This chartbook is designed as a graphic reference on national statistical information about disabilities. Each page contains a content question, explanatory text, and an explanatory chart or table as well as information on sources used. Key terms are shown in boldface and defined in a glossary. Section 1 provides demographic data on Americans with disabilities. Section 2 reviews more specific data on such characteristics as age, race, income and geographic location. Diseases, injuries, and impairments causing disabilities are discussed in section 3. Section 4 focuses on the elderly and children. Work disability is discussed in section 5. An appendix covers technical issues of each survey used for the charts. Contains 54 references. (PB)
Explored selection evaluations for job applicants with low back pain. 108 supervisors and midlevel managers reviewed the cover letter and resumé of an applicant with low back pain and the job description for a simulated position. Regardless of qualifications and the source of the injury, Ss made more negative hiring recommendations for the applicants with low back pain when compared to nondisabled applicants. Presumed personal blame for the disability was found to be negatively related to the hiring recommendation. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Attempted to determine the existence and composition of a hierarchy of preference toward disability groups. A disability distance measure was scaled by the method of successive intervals and administered to 455 high school students, college students, and college graduates. A very high correlation coefficient between sample groups (r = .94) and between sexes (r = .98) indicated that a stable hierarchy of preference exists, despite a significant difference in absolute values. Age, education, and sex of the Ss were found to affect the degree of social distance but not the relative position of a disability group in the hierarchy. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
integrate the results of studies of the effects of contact on attitudes toward persons with disabilities in order to determine which variables tend to be associated with a positive change in attitudes
characteristics of the disabled person / attractiveness / competence / social skills / personality / credibility / disability characteristics
characteristics of the nondisabled person / types and strength of prior beliefs / influence of training and experience / demographic and personality characteristics / relative status
interaction variables include characteristics of the interaction itself (cooperation, reward value, personal closeness) and characteristics of the setting, including the norms that operate within a given setting (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Investigated attitudes toward persons with disabilities, gender, race, contact with persons who have disabilities, size of anticipated occupational setting, anticipated type of business occupation, and subject disability as possible predictors of personnel management students' acceptance of the Americans with Disabilities Act of 1990 (ADA). 131 university students completed Form O of the Scale to Measure Attitudes Toward Disabled Persons and the ADA survey. Ss were relatively moderate in their attitudes toward persons with disabilities and were relatively accepting of the ADA. However, only one of the predictor variables, attitudes, accounted for acceptance of this legislation. Recommendations were provided for rehabilitation professionals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A review of some of the attempts to extend the experimental methods and the logic of psychophysics beyond the field of sensory discrimination, to which it has been limited by psychological tradition. In extending the methods of psychophysics to the measurement of affect, the author seems to see the possibility of a wide field of application by which it will be possible to apply the methods of quantitative scientific thinking to the study of feeling and emotion, to esthetics, and to social phenomena. Descriptions are given of experiments in the study of nationality preferences, influence in attitudes of newspapers and movies, and measurement of change in social attitudes. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This chapter is abridged from an article that originally appeared in
American Journal of Sociology, 1928, Vol 33, pp. 530-536, 544-546, 553, and 554. Modern psychology began with the measurement of sensory and motor characteristics. Learning, memory, and intelligence were next submitted to measurement. The measurement of attitudes was first attempted only about twenty years ago. The following article by L. L. Thurstone was one of the earliest, and one of the most influential, in this new field. The study that is described shall measure the subject's attitude as expressed by the acceptance or rejection of opinions. But we shall not thereby imply that he will necessarily act in accordance with the opinions that he has indorsed. Let this limitation be clear. The measurement of attitudes expressed by a man's opinions does not necessarily mean the prediction of what he will do. If his expressed opinions and his actions are inconsistent, that does not concern us now, because we are not setting out to predict overt conduct. We shall assume that an attitude scale is used only in those situations in which one may reasonably expect people to tell the truth about their convictions or opinions. The first restriction on the problem of measuring attitudes is to specify an attitude variable and to limit the measurement to that. At the present time three scales for the measurement of opinion are being constructed by the principles here described. These three scales are planned to measure attitudes on three different variables, namely, pacifism-militarism, prohibition, and attitude toward the church. The practical application of the present measurement technique consists in presenting the final list of about twenty-five statements of opinion to the group to be studied with the request that they check with plus signs all the statements with which they agree and with minus signs all the statements with which they disagree. The essential characteristic of the present measurement method is the scale of evenly graduated opinions so arranged that equal steps or intervals on the scale
seem to most people to represent equally noticeable shifts in attitude. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
80 employers rated 8 types of worker disabilities to assess differences in Ss' attitudes, problem areas considered the most serious, and which types of disabilities Ss were most concerned about in employees. Results show significant differences in Ss' attitudes: Overall, blind and mentally retarded workers encountered the most discrimination by Ss, and epileptics and amputees encountered the least. Across all types of disabilities, the greatest concerns were lower work productivity and higher accident and workman-compensation rates. (16 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Presents a cumulative evaluation of literature and information focusing on attitudes toward people with disabilities. Data indicate that beliefs and information and contact are important influences while most demographic characteristics that are frequently studied are relatively unimportant. It is suggested that there is a need for well designed research indicating the specific types of information and contacts that influence attitudes, rather than demographic or personality relationships. The perceived characteristics of disabled people, often influenced by stereotypes, are also important, as is the personal attitude of the disabled person toward the disability. Attributes of disabled people, such as abilities and social skills, can be very influential. Attitudes of family members, friends, neighbors, educators, employers, and health care workers have been studied and are reviewed, but intragroup differences have been ignored. (PsycINFO Database Record (c) 2012 APA, all rights reserved)