Advancement opportunity issues for persons with disabilities

Jones, Gwen E.

doi:10.1016/s1053-4822(97)90005-x

Cited by 77 publications

(101 citation statements)

References 31 publications

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“…The socialization process is especially important for PWD considering various barriers that PWD face during social exchanges (G. E. Jones, 1997). Some research indicates that PWD receive more task-related commands and are less involved in joking and teasing at work in contrast to employees without disabilities (Lignugaris-Kraft, Salzberg, Rule, & Stowitschek, 1988).…”

Section: Previous Research On Organizational Socializationmentioning

confidence: 99%

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Socialization of people with disabilities in the workplace

Kulkarni

Lengnick‐Hall

2011

Human Resource Management

100

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Section: Previous Research On Organizational Socializationmentioning

confidence: 99%

“…For example, mentoring offered during socialization can influence future job advancement (Gelfand, Nishii, Raver, & Schneider, 2005). Similarly, lack of critical performance feedback also inhibits career development of PWD (G. E. Jones, 1997).…”

Section: The Role Of Organizational Practices In the Socialization Prmentioning

confidence: 99%

Socialization of people with disabilities in the workplace

Kulkarni

Lengnick‐Hall

2011

Human Resource Management

100

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“…Organizations should strive to create and implement clear policies regarding disabled workers, and to generate a supportive culture. Cultures that promote and provide opportunities for interaction outside of work, provide stable staffing arrangements or team-building management styles, include interdependent job design, require diversity training for supervisors, and offer mentoring for disabled employees may be particularly helpful at integrating workers with disabilities (Hagner 2003;Jones 1997;Chadsey et al …”

Section: Job Satisfactionmentioning

confidence: 99%

Perceptions of Discrimination and Justice Among Employees with Disabilities

Snyder

Carmichael

Blackwell

et al. 2009

Employ Respons Rights J

107

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Despite the passage of almost two decades since the enactment of the Americans With Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. This study examines whether disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice. A sample of 1,880 employees of a large university, including 90 self-identified disabled individuals completed a work experience survey. Analyses indicate that disabled employees reported more overt and subtle discrimination and more procedural injustice than their non-disabled counterparts. Examination by the type of disability also revealed that those with non-physical disabilities reported more negative experiences than employees with physical disabilities. Perceived organizational and supervisory support were shown to have promise in reducing the effects of disability status on workplace attitudes and perceptions.

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“…This variable accounts for the fact that disabled employees are less likely to believe that they are useful to others and that they are equitably recognized (Stone and Colella, 1996). Moreover, it is argued that generally disabled employees are unfairly treated, including disparate opportunities for advancement (Braddock and Bachelder, 1994;Jones, 1997), more negative performance evaluations (Colella et al, 1997), even (arguably) differential rates of discharge. In the same vein, several authors underline that negative stereotypes about disabled employees influence unfair or undeserved treatment or doubtful status (Cleveland et al, 1997;Colella et al, 1997).Additionally, previous scholars have found that disability is linked to lower average pay, job security, training, participation in decisions (Schur et al, 2009).…”

Section: Employee Attitudes May Channel the Relationship Between The mentioning

confidence: 99%

How green is my firm? Workers' attitudes and behaviors towards job in environmentally-related firms

Lanfranchi¹,

Peković²

2014

Ecological Economics

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Abstract. The implementation of environmental standards can be facilitated by motivating workers with pro-social preferences. Therefore, we study if employees working for firms achieving registration for environmental-related standards are more likely to display positive attitudes toward their job, to be actively involved in their jobs and to donate effort. Using a French matched employer-employee database, we find that these "green employees" report a significantly higher perception of usefulness and equitable recognition at work. Besides, they are more likely to work uncompensated overtime hours. Finally, if the adoption of environmental standards is shown to have no direct influence on job involvement, we expose how it indirectly impacts job involvement through the mediation of employees' reported perception of usefulness and equitable recognition at work.

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Advancement opportunity issues for persons with disabilities

Cited by 77 publications

References 31 publications

Socialization of people with disabilities in the workplace

Socialization of people with disabilities in the workplace

Perceptions of Discrimination and Justice Among Employees with Disabilities

How green is my firm? Workers' attitudes and behaviors towards job in environmentally-related firms

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