Disability and work-related attitudes in employers from Beijing, Chicago, and Hong Kong

Corrigan, Patrick W.; Kuwabara, Sachiko A.; Tsang, Hector W.H.; Shi, Kun; Larson, Jonathon E.; Lam, Chow S.; Jin, Shenghua

doi:10.1097/mrr.0b013e3282fb7d61

Cited by 25 publications

(25 citation statements)

References 6 publications

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“…Investigations into employers' views on hiring people with disabilities have shown both reluctance and satisfaction [30][31][32][33]36]. However, employers' views on work ability are rarely investigated [30,32,36]. The aim of this study was thus to identify and characterise employers' conceptions of work ability.…”

Section: Employers' Concernsmentioning

confidence: 99%

“…According to the Swedish Work Environment Act, employers are responsible for adapting the work situation to suit their employees' individual prerequisites [35]. Investigations into employers' views on hiring people with disabilities have shown both reluctance and satisfaction [30][31][32][33]36]. However, employers' views on work ability are rarely investigated [30,32,36].…”

Section: Employers' Concernsmentioning

confidence: 99%

“…Additionally, studies have shown that there is uncertainty and doubt among employers when they consider hiring persons with disabilities [30][31][32], especially among employers with no experience of such hiring [33]. In a qualitative study using semi-structured interviews, employers were asked about their attitudes towards hiring people with various disabilities.…”

Section: Employers' Concernsmentioning

confidence: 99%

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The concept of `work ability' from the view point of employers

Jansson

Björklund

Perseius

et al. 2015

WOR

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Abstract. BACKGROUND:Since work ability is manifested in working life and "bought" by employers, employers perceptions of the concept are important to understand. Studies have shown that people with health problems want to take part in the labour market, but experience difficulties in gaining access. Additionally, studies have demonstrated the doubt felt by employers when they consider hiring a person with a disability. OBJECTIVE: The aim was to identify and characterise employers' conceptions of work ability. METHODS: The study design was qualitative with a phenomenographic approach. Six male and six female employers from various workplaces and geographical areas in Sweden were interviewed. RESULTS: Three domains were identified: employees' contributions to work ability, employers' contributions to work ability and circumstances with limited work ability. Work ability was regarded as a tool in production and its output, production, was the main issue. The employees' commitment and interest could bridge other shortcomings. CONCLUSIONS: The employers highlighted their own contributions in shaping work ability in order to fit with work circumstances. Health problems were not the only limiting issues; other circumstances, such as individual characteristics and contextual factors, could limit work ability too. Knowing the importance of commitment and interest is valuable in work rehabilitation.

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Section: Employers' Concernsmentioning

confidence: 99%

Section: Employers' Concernsmentioning

confidence: 99%

Section: Employers' Concernsmentioning

confidence: 99%

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The concept of `work ability' from the view point of employers

Jansson

Björklund

Perseius

et al. 2015

WOR

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“…Researchers have examined the effect of a range of employer characteristics on the accommodation process including knowledge, attitudes, and experience with disabilities (e.g., Banks, Novak, Mank, & Grossi, 2006;Corrigan et al, 2008;Diksa & Rogers, 1996;Hand & Tryssenaar, 2006).…”

Section: Characteristics Of the Accommodation Decision-makermentioning

confidence: 99%

Workplace accommodations for employees with disabilities: A multilevel model of employer decision-making.

Telwatte

Anglim

Wynton

et al. 2017

Rehabilitation Psychology

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Purpose: Existing research suggests that the decision to grant or deny workplace accommodations for people with disabilities is influenced by a range of legal and non-legal factors. However, less is known about how these factors operate at the within-person level. Thus, we proposed and tested a multilevel model of the accommodation decision-making process, which we applied to better understand why people with psychological disabilities often experience greater challenges in obtaining accommodations. Method: A sample of 159 Australian adults, composed mostly of managers and HR professionals, read 12 vignettes involving requests for accommodations from existing employees. The requests differed in whether they were for psychological or physical disabilities. For each vignette, participants rated their empathy with the employee, the legitimacy of the employee's disability, the necessity for productivity, the perceived cost, and the reasonableness, and indicated whether they would grant the accommodation. Results: Multilevel modeling indicated that greater empathy, legitimacy, and necessity, and lower perceived cost predicted perceptions of greater reasonableness and greater granting. Accommodation requests from employees with psychological disabilities were seen as less reasonable and were less likely to be granted; much of this effect seemed to be driven by perceptions that such accommodations were less necessary for productivity. Ratings on accommodations were influenced both by general between-person tendencies and within-person appraisals of particular scenarios. Conclusions: The study points to a need for organizations to more clearly establish guidelines for how decision-makers should fairly evaluate accommodation requests for employees with psychological disabilities and disability more broadly.1 APA owns the copyright to this work. This article may not exactly replicate the authoritative document published in the APA journal. It is not the copy of record. The link provided by the above doi links to the copy of record.2 Apsara Telwatte, Jeromy Anglim, Sarah K. A. Wynton, and Richard Moulding School of Psychology, Deakin University, Geelong, Australia. Correspondence concerning this article should be addressed to Jeromy Anglim, School of Psychology, Deakin University, Locked Bag 20000, Geelong, 3220 Australia. Email: jeromy.anglim@deakin.edu.au WORKPLACE ACCOMMODATIONS 2 Keywords: accommodations, disability, psychological disability, discrimination, vignettes Impact (Point 1) Only limited research has examined employer decision-making behavior when evaluating workplace accommodations and less is known about the disability and accommodation characteristics that influence the employer decisionmaking process. This current study offers several advances over existing research including (a) a non-student sample of human resource professionals and managers, (b) responses in relation to a large number of accommodation scenarios, (c) measurement of employer characteristics, and (d) a multilevel modeling approac...

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“…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). Such studies have emphasized the need for employers to change their negative attitudes toward employing those with a mental illness.…”

Section: Introductionmentioning

confidence: 99%

Knowledge and Attitudes about Schizophrenia among Employers in Japan

Yoshii¹,

Mitsunaga²,

Saito³

2017

GJHS

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Purpose: A high percentage of schizophrenia patients cannot find work. If these patients are to find long-term employment, it is essential that employers understand schizophrenia. Therefore, this study aimed to assess knowledge and attitudes about schizophrenia among employers in Japan. Methods:A total of 1877 executives were recruited from private companies to examine knowledge and attitudes about schizophrenia, awareness of employment support, and likelihood of hiring schizophrenic patients. Higher scores indicated greater knowledge and/or higher levels of stigma.Results: Small-scale entrepreneurs were significantly less likely to believe that they might be able to employ a schizophrenia patient. They tended to regard mentally ill people, including schizophrenia patients, as dangerous, despite having little or no contact with them. Basic knowledge of schizophrenia was significantly higher (p = 0.001) and average scores on a number of attitude measures significantly lower (p = 0.001) for employers who said they might employ people with schizophrenia than those that didn't. More than 83.5% of respondents were unaware of support available for people with mental illnesses. Half expressed desire for support from outside agencies in hiring and ongoing employment of people with schizophrenia. Conclusions:This study identified a particular group of employers who were very unlikely to employ anyone with schizophrenia. This might enable targeted interventions to change attitudes among this group. Also found was a widespread lack of knowledge of support available for employers and employees, suggesting that more public information about this may be helpful in increasing employment among those with mental health problems.

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Disability and work-related attitudes in employers from Beijing, Chicago, and Hong Kong

Cited by 25 publications

References 6 publications

The concept of `work ability' from the view point of employers

The concept of `work ability' from the view point of employers

Workplace accommodations for employees with disabilities: A multilevel model of employer decision-making.

Knowledge and Attitudes about Schizophrenia among Employers in Japan

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