Employer willingness to comply with the Disability Discrimination Act regarding staff selection in the UK

Jackson, Chris J.; Furnham, Adrian; Willen, Kate

doi:10.1348/096317900166912

Cited by 33 publications

(36 citation statements)

References 15 publications

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“…The findings of this study are consistent with earlier studies (Jackson et al, 2000) who found a positive link between regulation and transformation. Additionally, Ahmad and Hassan (2007) found that a well-defined supervisory framework and regulatory regime plays an influential role in the effective functioning of Islamic banking.…”

Section: Resultssupporting

confidence: 93%

“…Research on change management has long recognised the resistance to change as the key barriers to organisational transformation and strategic renewal (Harris and Ogbonna, 1998;Jackson et al, 2000;Reger et al, 1994). Resistance to change is related to the individuals' psychological aspects such as the feeling of insecurity, risk avoidance, and fear of the unknown.…”

Section: Willingness To Changementioning

confidence: 99%

“…People are less likely to resist change due to regulatory compliances. In an indirect way, mandatory compliances decrease resistance to change (Jackson et al, 2000). Clear and stable regulation can help to guide people in transiting from conventional banks to Islamic banks.…”

Section: Research Framework and Objectivesmentioning

confidence: 99%

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Analyzing the Impact of Banking laws and Legislations on the Converting of Conventional Banks into Islamic in Libya

Abdalla¹,

Aziz²,

Johari³

2015

IJMAR

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Abstract:This study attempts to examine the moderating effect of regulation on the relationship between the success of converting conventional banks into Islamic lines and four variables: relevant experience, willingness to change, Islamic capital market, and qualified human resources. The sample for the present paper comprises data collected from 15 conventional in Libya. A multi-group analysis approach was applied to assess the moderating effect of regulation. The findings indicated that regulation significantly moderates the effect of four variables on the success of transformation. The paper contributes to the scarce knowledge about regulation and organisational transformation, with an emphasis on converting traditional banks into banks that are in line with the tenets of Shariah.

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Section: Resultssupporting

confidence: 93%

Section: Willingness To Changementioning

confidence: 99%

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Analyzing the Impact of Banking laws and Legislations on the Converting of Conventional Banks into Islamic in Libya

Abdalla¹,

Aziz²,

Johari³

2015

IJMAR

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“…Jackson, Furnham, and Willen (2000) found that employers were more likely to provide cheaper and less disruptive accommodations. Similarly, Carpenter and Paetzold (2013) found that employers were more likely to grant requests when they perceived the accommodation to be useful.…”

Section: Accommodation Decision Processmentioning

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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“…Although managers indicate they wish to cooperate, they perceive problems regarding financial and organizational limitations, a lack of knowledge about applicable legislation, and the inability to recognize signs of illness (Larsson and Gard, 2003;Cunningham and James, 1998; Lee and Newman, 1995). Jackson, Furnham and Willen (2000) surveyed managers from 200 companies and found that willingness to comply with legislation is associated with positive attitudes and greater knowledge of the law. When negative managerial attitudes do exist, they are entrenched and difficult to shift (Habeck et al, 1998).…”

Section: Managerial Attitudementioning

confidence: 99%

Impediments to Disability Accommodation

Williams-Whitt

2007

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The results of a qualitative field investigation exploring how tripartite relationships affect disability accommodations are reported. Arbitration cases, in-depth interviews and other documentation are analyzed using grounded theory techniques. Four key categories emerge as contributors to difficult accommodations. The first category suggests that managerial reluctance and bias may stem from added workload or from questions about disability credibility. It further demonstrates how trust issues spill over to affect future accommodations. The second category, employee involvement, indicates that excluding the disabled employee from accommodation planning occurs frequently and has a negative affect on communication patterns, again damaging trust. The third category, ineffective investigation, highlights the difficulty managers have balancing confidentiality requirements: over-investigating illness legitimacy and under-investigating accommodation options. The final category, union-management climate, looks at union roles in accommodation and suggests that while unions often play a unique and positive role, substantial union-management animosity taints return-to-work efforts.L’accommodement en milieu de travail dans les cas d’incapacité peut semer la confusion et apparaître compliqué. Il y a rarement des solutions toutes faites car chaque situation présente un ensemble unique de circonstances. Quand un salarié est frappé d’une incapacité, on exige de l’employeur et du syndicat qu’ils fassent tous les efforts raisonnables pour arriver à un accommodement. Parfois chacun en sort content, le salarié retourne à son travail et progresse d’un emploi adapté à sa condition vers un retour à ses pleines responsabilités ou bien on lui trouve un travail adapté à son incapacité avec assez de facilité. Dans d’autres situations, cependant, le processus d’accommodement est semé d’embûches et peut donner lieu à un litige.Alors, on doit se demander qu’est-ce qui fait la différence entre ces deux scénarios ? Y a-t-il quelque chose que les employeurs ou les syndicats font qui puisse diminuer les chances de succès de l’accommodement raisonnable en milieu de travail ?Nous avons examiné soixante-douze décisions arbitrales (qui représentent plus de 1500 pages de texte) et effectué vingt-trois entrevues en profondeur. Nous avons ensuite analysé toutes ces informations à l’aide de techniques de codage appuyées sur des méthodes d’analyses théoriques pour tenter d’identifier les facteurs qui, dans une relation tripartite, peuvent affecter négativement le retour au travail. Quatre catégories de facteurs contribuant à rendre l’accommodement plus difficile se sont dégagées de l’analyse de données : 1) l’attitude de l’employeur, 2) l’implication du salarié, 3) une enquête inefficace, 4) le climat des relations du travail.Dans la première catégorie, celle de l’attitude de l’employeur, la recherche montre que les employés ayant besoin d’un accommodement perçoivent fréquemment des préjugés ou des actions prises à leur égard à contrecoeur. Les données no...

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Employer willingness to comply with the Disability Discrimination Act regarding staff selection in the UK

Cited by 33 publications

References 15 publications

Analyzing the Impact of Banking laws and Legislations on the Converting of Conventional Banks into Islamic in Libya

Analyzing the Impact of Banking laws and Legislations on the Converting of Conventional Banks into Islamic in Libya

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

Impediments to Disability Accommodation

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