A theory of planned behavior perspective on hiring Malaysians with disabilities

Hwa, Magdalene Ang Chooi; Ramayah, T.; Amin, Hanudin

doi:10.1108/edi-02-2014-0012

Cited by 37 publications

(31 citation statements)

References 30 publications

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“…Further, the present study revealed an indirect effect of negative attitudes toward older workers and selection likelihood via avoidance of hiring older people. Consistent with the literature on the theory of planned behavior (Ajzen, 1991) and hiring decisions about members of discriminated groups (e.g., Perry et al, 1996; Krings et al, 2011; Lu et al, 2011; Ang et al, 2015; Araten-Bergman, 2016), these findings confirm that negative attitudes toward older workers as hiring subjects lead to avoidance tendencies, which in turn result in an actual decision not to hire older people.…”

Section: Discussionsupporting

confidence: 88%

“…Ajzen’s theory of planned behavior is a well-established conceptual framework that has been frequently used to explain hiring decisions about members of discriminated groups (e.g., Lu et al, 2011; Ang et al, 2015; Araten-Bergman, 2016). In particular, attitudes (i.e., negative attitudes toward older workers) have been highlighted as important mechanism to influence the decision-making process of hiring older people (e.g., Posthuma and Campion, 2009; Truxillo et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

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Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Fasbender

Wang

2017

Front. Psychol.

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Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers’ core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers’ core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

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Section: Discussionsupporting

confidence: 88%

Section: Introductionmentioning

confidence: 99%

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Fasbender

Wang

2017

Front. Psychol.

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“…Attitude is another elements that lead to intention that ultimately lead to a particular behavior (Ang et al, 2015; Gopi and Ramayah 2007; Jin and Kang 2011). Attitude is referred to as a person's like or dislike in performing a certain task and their evaluation on a specific behaviour (Ang et al, 2015). From perspectives of this study, attitudes refer to the attitudes of Malaysian accountants in adopting Islamic leadership styles.…”

Section: B Attitudementioning

confidence: 99%

Factors Determining Willingness to Adopt Islamic Leadership Styles in the Case of Malaysian Accountants

Ayub¹,

Amin²,

Rahim³

2019

IJRTE

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The Prophet Muhammad (P.B.U.H) is the greatest leader of all times and he is an exemplary example of the best governmental leaders that is ever witnessed by the world and even after his death, his influence is still extending, powerful and pervasive. This paper is aimed at examining the factors determining the willingness to adopt Islamic leadership styles among Malaysian accountants in which five variables which are attitude, subjective norms, perceived behavioral control, perceived vicegerency, and perceived accountability personality are examined. Partial least squares (PLS) approach is employed to test the research hypotheses. The results obtained suggest that attitudes, subjective norms, perceived behavioral control, and perceived vicegerency are important in determining the willingness to adopt Islamic leadership styles among Malaysian accountants. Limitations and potential future research are provided

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“…Employers have a negative perception towards person with disabilities whereby they are concerned that person with disabilities could not perform the task (19)(20)(21)(22). Past literature shows that attitude of managers impact the hiring of PWDs (23)(24)(25) found that attitude influences intention, while in turn, intention predicts behaviour. In the case of hiring decisions for person with disabilities, the employer must first have a favorable attitude toward hiring person with disabilities before this attitude can translate to intention to hire person with disabilities.…”

Section: Employers' Attitudementioning

confidence: 99%

A Systematic Literature Review of the Barriers to Job Placement for Person with Disabilities

Anuaruddin¹,

Rahman²,

Patah³

et al. 2018

IJET

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People often fail to realize that the disabled population is an important but largely untapped human resource. Prejudices and misconceptions about person with disabilities’ ability to perform and compete in the open market are likely to be the cause. This research endeavor provides an overview of some of the factors that contributes for low ratio of job placements for persons with disabilities. Study about such factors is imperative so as to improve understanding regarding this phenomenon and increase employment opportunities for person with disabilities. Review of literature is carried out to highlight the barriers to job placement for persons with disabilities. Some of the barriers highlighted in this study are the attitude of the employers towards the hiring of persons with disabilities, job demand, and attitude of disabled persons. This paper concludes that more training and awareness programs should be conducted to educate employers about human resource policies, practices and strategies for persons with disabilities to improve their participation in the mainstream workforce. This research will have useful implications for the policy makers for incorporating untapped human resource in the form of persons with disabilities.

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A theory of planned behavior perspective on hiring Malaysians with disabilities

Cited by 37 publications

References 30 publications

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers’ Core Self-Evaluations

Factors Determining Willingness to Adopt Islamic Leadership Styles in the Case of Malaysian Accountants

A Systematic Literature Review of the Barriers to Job Placement for Person with Disabilities

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