A meta-analysis of experimental studies on the effects of disability on human resource judgments

Ren, Lily Run; Paetzold, Ramona L.; Colella, Adrienne

doi:10.1016/j.hrmr.2008.07.001

Cited by 160 publications

(168 citation statements)

References 43 publications

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“…These integrative theories show that we can identify the number of variables that are sufficient to explain the process of stigmatization of people with different types of stigma. These three aspects of stigma can increase and justify prejudice (for meta-analytic evidence in stigma research see Crawford, 1996;Joachim & Acorn, 2000;Kvaale, Haslam, & Gottdiener, 2013;Puhl & Heuer, 2010;Ren, Paetzold, & Colella, 2008;Riek, Mania, & Gaertner, 2006). Therefore, in the following section, we reconcile the results of these two research areas and identify the particular target perceptions that have been shown to directly influence prejudice expression.…”

Section: Target Perceptions Underlying Stigma and Prejudice Expressionmentioning

confidence: 92%

A model for predicting prejudice and stigma expression by understanding target perceptions: The effects of visibility, politicization, responsibility, and entitativity

Kende

McGarty

2018

Euro J Social Psych

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The study of hostile orientations toward outgroups is divided into three main domains: (i) overt (explicit, old‐fashioned, or hostile) prejudice; (ii) veiled (implicit, modern, aversive, or subtle) prejudice, and (iii) stigma. To date, there is no systematic account of which form of hostility is likely to be expressed toward members of particular target groups. We propose a model that integrates the two forms of prejudice and the concept of stigma into a single framework. The contingency model of stigma and prejudice expression postulates that overt or veiled prejudice is a function of an interaction of prevailing perceptions of target groups within their cultural context. There are four major target perceptions that influence prejudice expression through increasing threat perception: visibility, target politicization, responsibility, and entitativity. These target perceptions describe the process and the qualitative conditions that determine the expression of prejudice toward members of different groups and social categories.

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Section: Target Perceptions Underlying Stigma and Prejudice Expressionmentioning

confidence: 92%

A model for predicting prejudice and stigma expression by understanding target perceptions: The effects of visibility, politicization, responsibility, and entitativity

Kende

McGarty

2018

Euro J Social Psych

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“…The outlined mechanism also applies to performance expectations, another relevant predictor of LMX quality (Liden, Wayne, & Stilwell, 1993). Even if these negative performance expectations are not mirrored by equally negative performance evaluations (as shown by Ren et al, 2008), the LMX quality will still be negatively affected if subordinates feel that their positive performance evaluations are based on social desirability and the norm to be kind towards persons with disabilities (Colella & Bruyère, 2011) instead of supervisors' acknowledgement of their actual performance. Even if these negative performance expectations are not mirrored by equally negative performance evaluations (as shown by Ren et al, 2008), the LMX quality will still be negatively affected if subordinates feel that their positive performance evaluations are based on social desirability and the norm to be kind towards persons with disabilities (Colella & Bruyère, 2011) instead of supervisors' acknowledgement of their actual performance.…”

Section: Scenario 1: Both Supervisor and Subordinate Have A Disabilitmentioning

confidence: 99%

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Dwertmann

Boehm

2016

AMJ

118

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Growing workforce diversity increases the likelihood that supervisors and subordinates will differ along demographic lines, a situation that has important implications for their relationship quality and individual outcomes. In a sample of 1,253 employees from 54 work-units, we investigate the effects of differences in disability status between supervisors and subordinates on leader-member-exchange (LMX) quality and subsequent performance ratings, and find that incongruence in general is related to lower LMX quality and lower performance. In addition, we propose and find an asymmetrical effect of disability incongruence, such that LMX quality is worse in dyads in which the supervisor has a disability than in dyads in which the subordinate has a disability. Furthermore, we investigate the moderating role of unit-level climate for inclusion on this relationship and find support for a buffering effect of inclusive climates on the negative incongruence-LMX relationship for scenarios in which the supervisor, but not the subordinate, has a disability. We build relevant theory for the relational demography, disability, LMX, and organizational climate literatures by predicting these effects on the basis of status mechanisms. These findings have important practical implications, as they provide companies with a feasible way to manage their diverse workforce. ABSTRACTGrowing workforce diversity increases the likelihood that supervisors and subordinates will differ along demographic lines, a situation that has important implications for their relationship quality and individual outcomes. In a sample of 1,253 employees from 54 work-units, we investigate the effects of differences in disability status between supervisors and subordinates on leader-member-exchange (LMX) quality and subsequent performance ratings, and find that incongruence in general is related to lower LMX quality and lower performance. In addition, we propose and find an asymmetrical effect of disability incongruence, such that LMX quality is worse in dyads in which the supervisor has a disability than in dyads in which the subordinate has a disability. Furthermore, we investigate the moderating role of unit-level climate for inclusion on this relationship and find support for a buffering effect of inclusive climates on the negative incongruence-LMX relationship for scenarios in which the supervisor, but not the subordinate, has a disability. We build relevant theory for the relational demography, disability, LMX, and organizational climate literatures by predicting these effects on the basis of status mechanisms.These findings have important practical implications, as they provide companies with a feasible way to manage their diverse workforce.

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“…Ageism is also prevalent in organizations: Older workers are more likely to be laid off (McMullin & Marshall, 2001) and have a more difficult time finding employment afterward (Berger, 2009). Likewise, stigmas associated with disabilities lead employers to have lower performance expectations of individuals with disabilities (Ren, Paetzold, & Colella, 2008) and individuals who are overweight (Shapiro, King, & Quiñones, 2007).…”

Section: Workplace Discrimination Is Common and Difficult To Combat Bmentioning

confidence: 99%

Working to reduce the effects of discrimination: Identity management strategies in organizations.

Shih

Young

Bucher³

2013

American Psychologist

110

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Despite efforts to dispel discrimination, workplace discrimination still occurs. We introduce two classes of identity management strategies individuals use to mitigate the negative consequences of discrimination: identity switching (i.e., deemphasizing target identities and recategorizing to a more positively valued identity) and identity redefinition (i.e., stereotype reassociation and regeneration). Organizations adopting a color-blind approach may make it more difficult for individuals to use identity switching because the policies deemphasize differences in social identities. In contrast, organizations adopting a multicultural approach may make it more difficult for individuals to use identity redefinition. Multicultural approaches, applied superficially, may celebrate group differences that might actually reinforce culturally dominant stereotypes. We explore the likelihood that individuals will adopt each strategy given these organizational approaches to diversity. We outline steps organizations can take to reduce the need for identity management strategies and to facilitate identity management when necessary.

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A meta-analysis of experimental studies on the effects of disability on human resource judgments

Cited by 160 publications

References 43 publications

A model for predicting prejudice and stigma expression by understanding target perceptions: The effects of visibility, politicization, responsibility, and entitativity

A model for predicting prejudice and stigma expression by understanding target perceptions: The effects of visibility, politicization, responsibility, and entitativity

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Working to reduce the effects of discrimination: Identity management strategies in organizations.

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