Historically, employment rates for people with disabilities have been low. Despite legislation that prohibits the discrimination of this group in work settings, employers are reluctant to hire people with disabilities. The purpose of this qualitative study was to explore the experiences of employers with workers with disabilities. Three focus groups were conducted with 21 administrators from three business sectors (i.e., healthcare, hospitality, and retail). Content analysis indicated five primary themes: (1) importance of disability employment agencies and disability advocates; (2) persistence of manager bias;(3) lack of promotion opportunities; (4) costs associated with having workers with disabilities; and (5) benefits associated with having workers with disabilities. Implications include the need for intervention studies that address the challenges experienced by individuals with disabilities, particularly during hiring and promoting phases of employment, and educational efforts to inform administrators and managers of the few costs and numerous benefits associated with having workers with disabilities.

This qualitative study explored the employment, vocational rehabilitation (VR), and Ticket to Work (TTW) experiences of Latinos with disabilities. Seven focus groups were conducted with 45 working-age Latinos with disabilities, who were either employed or seeking employment. Top barriers to employment included lack of adequate transportation, difficulties with speaking the English language, inadequate levels of formal education, and negative employet attitudes toward workers with disabilities. In addition, participants expressed concerns with the VR system and VR counselors' lack of responsiveness and collaboration. To a lesser degree, participants reported prejudiced attitudes on the basis of ethnic minority status among employers and VR counselors. Although over one-third of the sample reported general awareness of the TTW program, accurate knowledge was sorely limited. Further, two participants attempted to use the Ticket, with no success. Implications of this study include emphasis on addressing the employment needs of Latinos with disabilities in comprehensive and culturally-competent ways.

Little is known about how senior administrators at a university (i.e., vicepresidents and deans) perceive their institution 's mission, vision, and values. In the present study, we focused on perceptions of institutional mission statement and activities proposed to support that mission among senior leaders (18 vice-presidents, 17 deans) from a private midwestern, Roman Catholic university. Senior administrators completed reliable and valid inventories on mission identity and mission-related activities, social desirability responding, and faculty engagement related to the mission. Controlling for social desirability, results indicated that both women and men vice-presidents and deans reported similar, relatively high perceptions related to the mission and mission-driven activities of their university. These senior leaders believed there were activities that the faculty could engage that were mission-driven but not reflective of the university's identity.Fundamentally, a mission statement is the foundation upon which the vision and the strategic plans of an institution rest. A clear mission statement also prevents employees in the organization from developing competing missions or using resources in ways that are contrary to the mission (Emery, 1996). Finally, a mission statement can serve as a source of inspiration for key stakeholders, especially faculty, staff, and administrators (Sevier, 2003). An effective mission statement also helps employees understand how to operate within the organizational interests and objectives, thus helping individuals to operate more successfully within the organization. The mission statement enables a community atmosphere, integrating the internal stakeholders (Emery, 1996; Berg, Portions of this paper were supported by funding through DePaul's Office of University Mission and Values. The authors thank Thomas Drexler and Rev. Edward Udovic for their support and guidance in this project.

This study examined the impact of acculturation patterns and related variables on employment and vocational rehabilitation (VR) experiences of Latinos with disabilities. Acculturation and related variables of acculturative stress, English proficiency, educational attainment, familial support, and cultural mistrust were investigated using quantitative and qualitative methods. First, the Disability and Employment Survey was completed by 59 Latinos with disabilities. Second, 9 Latinos with disabilities participated in either an English-or Spanish-speaking focus group. Findings revealed that participants with lower identification with the United States cultural domain (USCD) struggled more with employment and VR outcomes than those with stronger identification. Specifically, lower identification with the USCD was associated with limited English proficiency and educational attainment and increased acculturative stress, which in turn tended to negatively impact employment and VR experiences post-disability. Among participants with higher identification with the USCD, familial support was an important factor when seeking employment. Finally, irrespective of acculturation pattern, cultural mistrust toward the VR system was evident and may be a barrier to seeking such services. Findings from this study may have policy and programmatic implications to improve employment opportunities and VR services for Latinos with disabilities.

Higher education institutions need to ascertain whether their stakeholders understand the school 's mission, vision, and values. In the present study, the psychometric properties of a mission identity and activity measure were investigated with two staff samples. Using a principal component factor analysis (varimax rotation), respondents in Sample 1 (n = 178) indicated that the institution's identity was reflective of an inclusive and innovative (10 items) university-taking risks on new programs while retaining its urban identity and tradition of respect, understanding, and personalism-and a sense of Catholic pluralism (6 items)-retaining a Catholic university identity where other faiths are included and freely expressed. University mission-driven activities and programs reflected urban/global engagement opportunities (8 items), including community-based service learning courses, study abroad programs, and international students on campus; specific institutional religious heritage (9 items), like lunch-time speaker series, hosting writers who speak on the Catholic heritage of the university, and travel programs highlighting the university's heritage; and, Catholic and other faith-formation opportunities (6 items), including worship and sacrament events, interfaith and non-Catholic opportunities, spiritual education programs. Sample 2 staff (n = 361), using a confirmatory factor analysis, yield the same factor structure. Limitations and implications are discussed.Mission statements are an organization's means of publicly proclaiming for critical assessment the institution's objectives, expectations, and values (Holland, 1999). These statements define purpose, distinctiveness, and future for the institution, drive