Disability, workplace inclusion and organizational citizenship behavior: an exploratory study of the legal profession

Hyseni, Fitore; Kruse, Douglas; Schur, Lisa; Blanck, Peter

doi:10.1108/jpeo-10-2022-0017

Cited by 5 publications

(1 citation statement)

References 73 publications

(204 reference statements)

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“…Finally, organizational climate, culture, and policies that are committed to diversity and inclusion [ 12 , 25 , 34 ] and the hiring organization’s pro-social inclinations and a sense of social responsibility were found to promote hiring intentions and/or hiring of people with disabilities [ 30 ]. In addition to promoting hiring, characteristics such as workplace culture, co-worker support, and the presence of an effective diversity, equity, and inclusion (DEI) policy increases the engagement of workers with disabilities in the company as evidenced through heightened organizational citizenship behavior [ 35 ].…”

Section: Introductionmentioning

confidence: 99%

Perceptions and Bias of Small Business Leaders in Employing People with Different Types of Disabilities

Goodman,

Deane,

Hyseni

et al. 2024

J Occup Rehabil

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Purpose Despite existing employment-related legislation and governmental programs, people with disabilities continue to face significant barriers to competitive employment. These obstacles are partially due to biases among employers regarding the contributions of people with disabilities and perceptions about accommodation costs, which can affect their hiring decisions. Existing research on employment barriers and facilitators often treats people with disabilities homogenously and focuses mainly on large companies. This study helps to fill these gaps by exploring the motivations and challenges small employers face when hiring people with disabilities and how their attitudes and willingness to hire vary based on disability type. Methods We surveyed business owners and decision-makers at companies with fewer than 100 employees resulting in a sample of 393 company respondents. Through descriptive analyses, we examined variations in respondents’ willingness to hire and the prevailing attitudes among the company leaders sampled. We explored how employer attitudes can either hinder or support the hiring of people with disabilities. We conducted multivariate analysis to explore the connections among attitudinal barriers, facilitators, and willingness to hire individuals with various disabilities, reflecting disability’s heterogeneous nature. Results Our findings reveal that, in terms of hiring people with disabilities, the most important concerns among employers are: inability to discipline, being unfamiliar with how to hire and accommodate, and uncertainty over accommodation costs. These concerns do not differ between employers covered by the Americans with Disabilities Act (ADA) and non-covered employers. However, ADA-coverage may make a difference as ADA-covered employers are more likely to say they would hire an applicant with a disability. We find that for small companies (less than 15 employees), the positive effect of the facilitators (positive perceptions about workers with disabilities) almost completely offsets the negative effect of the barriers. However, for the larger companies, the marginal effect for an additional barrier is significantly more predictive than for an additional facilitator. Among the disabilities we examined, employers are least likely to hire someone with blindness, followed by mental health disabilities, intellectual disabilities, deafness, and physical disabilities, underscoring that employers do not view all types of disabilities as equally desirable at work. Conclusions Understanding small employers’ underlying concerns and effectively addressing those factors is crucial for developing effective intervention strategies to encourage small employers to hire and retain people with different disabilities. Our results suggest greater openness among ADA-covered employers to hiring people with disabilities, but the perceived barriers indicate a need for ongoing information on effective intervention strategies to increase disability hiring among all small employers.

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Section: Introductionmentioning

confidence: 99%

Perceptions and Bias of Small Business Leaders in Employing People with Different Types of Disabilities

Goodman,

Deane,

Hyseni

et al. 2024

J Occup Rehabil

Self Cite

View full text Add to dashboard Cite

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Who Requests and Receives Workplace Accommodations? An Intersectional Analysis

Hyseni,

Goodman,

Blanck

2024

J Occup Rehabil

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U.S. Federal Employees With Disabilities: How Perceptions of Diversity, Equity, Inclusion, and Accessibility Affect Differences in Job Satisfaction, Organizational Commitment, and Job Involvement

Emidy,

Lewis,

Pizarro-Bore

2024

Public Personnel Management

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Using the 2022 Federal Employee Viewpoint Survey, this study examines whether perceptions of diversity, equity, inclusion, and accessibility (DEIA) help explain why federal employees with disabilities have lower levels of three predictors of work motivation: job satisfaction, organizational commitment, and job involvement. All aspects of DEIA have impacts, but accessibility matters most. People with disabilities have greater accessibility needs and are less satisfied with organizational responses; this difference explains much of why they have lower DEI perceptions. Lower DEIA perceptions account for nearly all the differences in job satisfaction, organizational commitment, and job involvement. Although the federal service has been more effective than other sectors in achieving representation of employees with disabilities, objective measures of disability representation have minimal impact on these outcome variables. Instead, improving accessibility appears to be the key tool to making full use of the talents of federal employees with disabilities, alongside more equitable development and advancement opportunities and the espousal and enactment of inclusive leadership practices.

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Disability, workplace inclusion and organizational citizenship behavior: an exploratory study of the legal profession

Cited by 5 publications

References 73 publications

Perceptions and Bias of Small Business Leaders in Employing People with Different Types of Disabilities

Perceptions and Bias of Small Business Leaders in Employing People with Different Types of Disabilities

Who Requests and Receives Workplace Accommodations? An Intersectional Analysis

U.S. Federal Employees With Disabilities: How Perceptions of Diversity, Equity, Inclusion, and Accessibility Affect Differences in Job Satisfaction, Organizational Commitment, and Job Involvement

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