Disability and Perceptions of Work and Management

Jones, Melanie

doi:10.1111/bjir.12043

Cited by 35 publications

(36 citation statements)

References 32 publications

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“…These results differ from many studies on disability and work, which indicate that employees with disabilities tend to have lower levels of job satisfaction (Jones, 2016;Schur et al, 2009;Snyder et al, 2010;Uppal, 2005). The fact that academic librarians with disabilities do not have lower levels of job satisfaction may indicate that academic library workplaces contain features linked to positive work experiences.…”

Section: Job Satisfactioncontrasting

confidence: 89%

“…Disability studies research provides insights into the job perceptions and satisfaction of employees with disabilities. Many studies show that employees with disabilities have lower levels of job satisfaction than employees without disabilities (Jones, 2016;Schur et al, 2017;Snyder, Carmichael, Blackwell, Cleveland, & Thornton, 2010;Uppal, 2005). Like the research on job satisfaction in librarians, research on people with disabilities indicates that key factors influencing job perceptions and satisfaction include support from coworkers and supervisors (Schur, Kruse, Blasi, & Blanck, 2009;Snyder et al, 2010;Uppal, 2005).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Like visible minority librarians, employees with disabilities report higher rates of discrimination and harassment at work (Schur et al, 2009;Snyder et al, 2010;Villanueva-Flores, Valle-Cabrera, & Bornay-Barrachina, 2014), and a critical factor influencing job satisfaction is the level of workplace support for diversity and equity, particularly supervisor and colleague attitudes toward disability (Schur et al, 2009;Snyder et al, 2010). Other factors influencing positive workplace perceptions of workers with disabilities include perceptions of justice and fairness at work (Schur et al, 2009;Snyder et al, 2010;Villanueva-Flores et al, 2014), involvement in decisionmaking (Schur et al, 2009;Snyder et al, 2010), and high levels of workplace autonomy and flexibility (Jones, 2016;Schur et al, 2009). These studies suggest that librarians with disabilities may have different job perceptions and satisfaction levels than other librarians.…”

Section: Literature Reviewmentioning

confidence: 99%

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Academic Librarians with Disabilities: Job Perceptions and Factors Influencing Positive Workplace Experiences

Oud

2018

Partnership

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Although there has been increasing attention to diversity in librarianship, little attention has been paid to librarians with disabilities. This study uses a mixed method approach, using results from a survey and in-depth follow-up interviews, to investigate some of the characteristics of Canadian university librarians with disabilities, their job satisfaction, their perceptions of their workplace climate for diversity and accessibility, and the factors that influence their workplace perceptions. Although librarians with disabilities report a generally high level of job satisfaction, they are less satisfied with some areas related to workplace stress and job flexibility than librarians without disabilities. Librarians with disabilities also report less confidence that their workplace is inclusive, values diversity, and is understanding of disability-related issues. Factors influencing the work experience of university librarians with disabilities include a collegial environment, supportive colleagues and supervisors, job flexibility and autonomy, clear priorities and reporting structures, reasonable expectations about workload, time pressures and short deadlines, effective structures and processes to ensure accessibility, an accessible physical environment, and, most importantly, an understanding of disability and awareness of disability-related workplace issues.

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Section: Job Satisfactioncontrasting

confidence: 89%

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Academic Librarians with Disabilities: Job Perceptions and Factors Influencing Positive Workplace Experiences

Oud

2018

Partnership

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“…The distinction between disability arising from physical and mental health in particular has been found to be important in analyses of employment and earnings (see, e.g., Jones, Latreille, & Sloane, 2006; Longhi et al, ). While acknowledging that different types of disability are likely to be associated with different experiences of work, in the absence of further details on disability in WERS we are constrained to aggregate across disabled and nondisabled employees and therefore, in a similar manner to Schur et al () and Jones (), focus on the average difference in outcomes by disability.…”

Section: Data and Methods Of Analysismentioning

confidence: 99%

“…In the United Kingdom, for example, the disability employment gap exceeds 30 percentage points (Jones & Wass, ) while the disability wage gap is estimated to be 14% and 30% for physical and mental health, respectively (Longhi, Nicoletti, & Platt, 2012). Disabled employees also report lower work‐related well‐being than their nondisabled counterparts on measures such as job satisfaction and unfair treatment (Fevre, Robinson, Lewis, & Jones, 2013; Jones, ; Schur, Kruse, Blasi, & Blanck, 2009).…”

Section: Introductionmentioning

confidence: 99%

Are high‐performance work practices (HPWPs) enabling or disabling? Exploring the relationship between selected HPWPs and work‐related disability disadvantage

Hoque

Wass²,

Bacon

et al. 2017

Human Resource Management

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We develop the organizational characteristics element of Stone and Colella's (1996) framework by drawing on the Ability–Motivation–Opportunity (AMO) model to assess the relationship between high‐performance work practices (HPWPs) and work‐related disability disadvantage. We develop competing “enabling” and “disabling” hypotheses concerning the influence of selected HPWPs (competency testing, performance appraisal, individual performance‐related pay, teamworking, and functional flexibility) on disabled relative to nondisabled employees. An empirical assessment of these competing hypotheses using matched employer–employee data from the nationally representative British Workplace Employment Relations Study 2011 reveals a negative relationship between these HPWPs when used in combination and the proportion of disabled employees at the workplace, although this relationship disappears in workplaces with a wide range of disability equality practices. While disabled employees report lower work‐related well‐being than their nondisabled counterparts, we find limited evidence that this is associated with the presence of HPWPs.

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The treatment of disabled individuals in small, medium‐sized, and large firms

Bacon

Hoque

2021

Human Resource Management

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Integrating literature on small firm informality and organizational growth and development into Stone and Colella's model of the workplace treatment of disabled individuals, we assess prior claims that disability employment outcomes are better in large firms than in small and medium-sized firms. Drawing on the principle of equifinality, we propose disability employment outcomes (workforce disability prevalence and disability gaps in contentment and job satisfaction) will not vary by firm size, given both the formalized approach of large firms (disability equality practices, HR specialists, and union recognition), and the more informal approach of small firms (greater job autonomy, a stronger fairness culture, better work-life balance, and single-site operations with closer personal relationships) may have benefits for disabled people. Analyzing nationally representative matched employer-employee data, we show that, as anticipated, formalized approaches are more prevalent in large firms (and to an extent medium-sized firms) and informal approaches are more prevalent in small firms, and disability employment outcomes do not vary by firm size. However, this appears to reflect the ineffectiveness (rather than effectiveness) of characteristics and practices associated with both large firm formality and small firm informality, with both being weakly associated with better disability employment outcomes. K E Y W O R D Sdiversity, entrepreneurial/small business, disability | INTRODUCTIONSeveral international frameworks such as the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD, article 27) and ILO Convention No. 159 (articles 3 and 4) require countries to take steps to address disabled people's ongoing labor market disadvantage. This disadvantage is reflected in a global employment rate of 36% for disabled people compared to 60% for nondisabled people, lower average earnings, and lower levels of work-related contentment and job

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Disability and Perceptions of Work and Management

Cited by 35 publications

References 32 publications

Academic Librarians with Disabilities: Job Perceptions and Factors Influencing Positive Workplace Experiences

Academic Librarians with Disabilities: Job Perceptions and Factors Influencing Positive Workplace Experiences

Are high‐performance work practices (HPWPs) enabling or disabling? Exploring the relationship between selected HPWPs and work‐related disability disadvantage

The treatment of disabled individuals in small, medium‐sized, and large firms

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