Perceptions of People with Disabilities: When is Accommodation Fair?

Paetzold, Ramona L.; García, María Fernanda; Colella, Adrienne; Ren, Lily Run; Triana, María del Carmen; Ziebro, Monique

doi:10.1080/01973530701665280

Cited by 59 publications

(63 citation statements)

References 24 publications

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“…In addition to general stereotypes about disability, having a concealed disability adds the potential stigma of illegitimacy by which others assume the disability claim is false and perhaps an attempt to acquire undue special treatment (Colella, ; Paetzold et al., ). Combined concerns about competence stereotypes and perceived illegitimacy may encourage workers with concealable disabilities to keep the information concealed, particularly in work‐related situations.…”

Section: Disability Identity Managementmentioning

confidence: 99%

Identity Management Strategies for Workers with Concealable Disabilities: Antecedents and Consequences

Santuzzi

Keating

Martínez

et al. 2019

Journal of Social Issues

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Twenty-eight currently or recently employed adults with concealable impairments from a community in the United States completed semi-structured interviews to capture workers' perceptions of their internal and social experiences that contribute to their identity management decisions. Disability identity management strategies included effortful behaviors, such as avoiding relevant situations and using specific language to describe impairments. Participants suggested intraindividual factors (disability salience, disability strain) and environmental factors (disability stigma, ineffective social support) as primary reasons for their identity management decisions. The findings align with existing research on stigmatized identity management and consequences for well-being, together informing a proposed theoretical model. Conclusions invite policy change at national and organizational levels to account for intraindividual and environmental factors that may introduce barriers to disability disclosure and effective accommodation practices.

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Section: Disability Identity Managementmentioning

confidence: 99%

Identity Management Strategies for Workers with Concealable Disabilities: Antecedents and Consequences

Santuzzi

Keating

Martínez

et al. 2019

Journal of Social Issues

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“…Moore, Konrad, Yang, Ng, and Doherty (2011) stated that disability status as a diversity attribute is not only underrepresented in practice, but also in research on diversity management. Despite an increase of research following the enactment of the Americans with Disabilities Act (ADA) of 1990, especially in the fields of law, sociology, economics, and rehabilitation, studies investigating the effects of disabilities in the workplace are still underrepresented in the literature of industrial and organizational psychology (Colella & Bruyère, 2011;Colella & Varma, 2001;Ren, Paetzold, & Colella, 2008). This situation is especially staggering against the background that the number of diversity studies has almost doubled every five years (time frame: 1988-2007Harrison & Klein, 2007) and disability is typically considered to be one of the main diversity dimensions (e.g., Bell, 2012;Shore et al, 2009).…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Baumgärtner

Dwertmann

Boehm

et al. 2014

Human Resource Management

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With this article we contribute to the inclusion of employees with disabilities in the workplace. Based on Stone and Colella's (1996) model of factors affecting the treatment of employees with disabilities in organizations, we concentrate on the investigation of job satisfaction as a focal affective response. Besides examining job satisfaction differences between employees with and without disabilities, we focus on perceived flexibility as an organizational boundary condition, arguing for its influence on the job satisfaction of employees with disabilities. We introduce perceived centralization and formalization, representing different indicators of flexibility, as moderators of the disability–job satisfaction relationship. Regression analysis using data from 110 small and medium‐sized companies with 4,141 employees reveals that employees with disabilities are less satisfied than their colleagues without disabilities in highly centralized environments. As predicted, a decentralized organizational context relates to higher job satisfaction levels for all employees, but especially for those having a disability. Contrary to our hypothesis, perceived formalization does not significantly influence the relationship between having a disability and job satisfaction. However, our results clearly indicate the need for companies and especially human resource departments to better adapt to the needs of people with disabilities by creating flexible working environments. © 2014 Wiley Periodicals, Inc.

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“…Research has also studied organizational settings, expanding our knowledge about disability in the workplace. It has highlighted the role of perceptions and judgements in accommodation processes (Colella, 2001;Paetzold et al, 2008), the importance of senior management commitment (Dibben, James and Cunningham, 2001) and the reluctance of employees with disabilities to request accommodation (Baldridge and Swift, 2013;Baldridge andVeiga, 2001 and2006). Kulkarni and Lengnick-Hall (2011) found that the integration of people with disabilities was most influenced by co-workers and supervisors, rather than organizational practices and proactive behaviour among employees with disabilities.…”

Section: Disability Accommodation and Inclusionmentioning

confidence: 99%

Measuring the impact of an organizational inclusion programme on absence among employees with disabilities: A quasi‐experimental design

Folguera-I-Bellmunt

Fernández‐i‐Marín

Batista‐Foguet

2018

International Labour Review

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This article presents research on an organizational inclusion programme aiming to reduce absenteeism due to illness and injury among employees with disabilities. Qualitative fieldwork on the programme's characteristics was followed by a quasi‐experimental design with two control groups (non‐equivalent and no‐treatment) using abbreviated time series (2005–12). The data of employees with disabilities who participated in the programme were compared with those of non‐participants and of employees without disabilities, through a hierarchical non‐nested negative binomial regression with a lagged outcome variable. The authors find strong evidence of a reduction in absence due to illness among participant employees with disabilities, and somewhat weaker evidence of reduced absence due to injury.

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Perceptions of People with Disabilities: When is Accommodation Fair?

Cited by 59 publications

References 24 publications

Identity Management Strategies for Workers with Concealable Disabilities: Antecedents and Consequences

Identity Management Strategies for Workers with Concealable Disabilities: Antecedents and Consequences

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Measuring the impact of an organizational inclusion programme on absence among employees with disabilities: A quasi‐experimental design

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