Causal analysis of employer attitude formation toward employing individuals with psychiatric disabilities

Abstract

BACKGROUND: Several studies have shown that the structure of employer attitudes toward employing individuals with psychiatric disabilities was multidimensional, but none has clarified the causal relationships within the employer attitude structure. OBJECTIVE:The purpose of this study was to formulate causal models based on data from two previously published studies of employer attitudes toward employing individuals with psychiatric disabilities, and to examine and verify the models. The models were either for all types of industry or specifically the transport sector. METHODS: The sample was selected to infer the influence factors for employment of individuals with psychiatric disabilities (for all types of industry) and specifically promotional factors (for the transport sector). An analysis of covariance structure was used. RESULTS: For all types of industry, prejudice and fear were shown to be indicators of activity limitation, attention distribution, and employer disincentive for hiring. In the transport sector, recruitment standards based on capacity were shown to be an indicator toward employer motivation for hiring and for making preparations to hire, self-efficacy for managing employment, and prejudice and fear. CONCLUSIONS: The results suggest that having recruitment standards based on capacity might reduce prejudice and fear and increase employer motivation for hiring individuals with psychiatric disabilities.

Évaluation des personnes en situation de handicap en milieu éducatif et professionnel : approche expérimentale

“…En effet, les organisations de travail tout comme l'institution scolaire valorisent tout à la fois la compétence et l'effort comme deux qualités complémentaires nécessaires à la réussite. Les travaux qui s'intéressent spécifiquement au jugement social à l'égard des personnes en situation de handicap montrent que ces personnes sont généralement perçues comme dépendantes, incompétentes, passives et faibles (Colella, De Nisi, et Varma, 1998 ;Gouvier, Sytsma-Jordan, et Mayville, 2003 ;Fichten et Amsel, 1986 ;Louvet, 2007 ;Louvet, Rohmer, et Dubois, 2009 ;Nario-Redmond, 2010 ;Ozawa et Yaeda, 2007). Cependant, d'autres travaux indiquent que le jugement à l'égard des personnes en situation de handicap n'est pas toujours négatif.…”

Attitudes Toward Employees with Disabilities: A Systematic Review of Self-Report Measures

“…Second, data gathering methodologies have developed indirect measurement techniques to address considerations of bias within self-reports of such a socially sensitive topic (Antonak, 1982; Greenwald, McGhee, & Schwartz, 1998). Third, there has been a recognition that the cognitions, affects, and behaviours of those whose attitudes impact the employment of PWDs are not necessarily congruent within individuals (Domzal, Houtenville, & Sharma, 2008; Findler et al, 2007; Ozawa & Yaeda, 2007; Pruett & Chan, 2006).…”

Knowledge and Attitudes about Schizophrenia among Employers in Japan

“…In our study, attitude scores (SDSJ, WSDS, DDM) were higher among those in the group unwilling to employ schizophrenia patients and lower in the "may employ" group (Table 2). In a number of surveys, employers have expressed negative attitudes about employing people with mental illnesses (Ozawa & Yaeda, 2007;Stuart H, 2007). Employer attitudes and unwelcome corporate cultures reflecting stigma and prejudice against mental illness may constrain employment opportunities for this group (Dixon, Kruse, & Van Horn, 2003;Domzal, Houtenville, & Sharma, 2008;Schur, Kruse, & Blanck, 2005).…”

“…To safeguard and promote the realization of this right, society must (1) "prohibit discrimination on the basis of disability with regard to all matters concerning all forms of employment"; (2) "protect the rights of persons with disabilities, on an equal basis with others, to just and favourable conditions of work"; and (3) "ensure that reasonable accommodation is provided to persons with disabilities in the workplace" (Ministry of Foreign Affairs of Japan, 2017). Previous studies have examined employers' attitudes toward employing those with mental disabilities or illnesses (Hand & Tryssenaar, 2006;Olshansky, Grob & Malamud, 1958;Ozawa & Yaeda, 2007;Tse, 2004) and reported that they may be negative. Indeed, employers tend not to hire those with a mental illness or disability, even if they are prepared to hire those with a physical disability (Corrigan et al, 2008).…”