Private Employment Agency Responses to the Physically Handicapped Applicant in a Wheelchair

Johnson, Rosemary; Heal, Laird W.

doi:10.1891/0047-2220.7.1.12

Cited by 29 publications

(20 citation statements)

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“…The results corroborate well with arguments found in many other studies (e.g. Brigham 1971;Ehrenberg and Smith 1982;Gwartney and Long 1978;Haefner 1977a, b;Huffcutt and Roth 1998;Johnson and Heal 1976;Kim and Lewis 1997;Kraiger and Ford 1983;Levitan and Taggart 1977;Parsons and Liden 1984;Schmitt and Hill 1977;Stone and Sawatzki 1980;US Merit Systems Protection Board 1994;Weigel and Howes 1985). Although we set out to ascertain the biasing effects of physical disability status, with due consideration for the moderating effects of race and job skill level, it turned out that race was the only moderating factor affecting the perceived employability of disabled applicants.…”

Section: Discussionsupporting

confidence: 93%

Biasing effects of physical disability, race, and job skill level on assessment of applicants

Lim

2001

Asia Pacific Journal of Human Resources

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We are deeply indebted to the two anonymous reviewers and the Editor for their painstaking efforts and the extremely meticulous comments given to us during the entire review process of this paper. A thousand thanks to all three of you.The study reported here employed a 2 (wheelchair-bound versus non-wheelchairbound) x 2 (Caucasian versus Chinese) x 2 (programmer versus computer operator) full factorial experiment design to examine the effects of evaluator biases on the perceived employability of job applicants. Results based on 640 evaluation reports showed that evaluators tended to accord higher employability ratings to job applicants with apparent physical disabilities and those with a higher level of job skill. The positive bias in favor of applicants with disabilities in terms of perceived employability was greater for Caucasian than for Chinese job applicants. These results suggested that there might be race-disability interactions in the evaluation process. Implications for research on employment discrimination were discussed.

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Section: Discussionsupporting

confidence: 93%

Biasing effects of physical disability, race, and job skill level on assessment of applicants

Lim

2001

Asia Pacific Journal of Human Resources

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“…Interviewers are also often known for utilizing irrelevant interviewee information when making decisions. Interviewee attractiveness (Schmitt, 1976), gender (Hitt & Barr, 1989), age (Avolio & Barrett, 1987), and even the presence of physical disabilities (Johnson & Heal, 1976) can all affect interviewer judgments.…”

Section: Interview Judgment Processmentioning

confidence: 99%

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

Speer

Christiansen

Laginess

2019

Int J Selection Assessment

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This research examined differences in interviewers’ ability to identify effective interview questions and to accurately rate interviewees’ responses. Given the theoretical association between these interview activities and the construct of social intelligence (SI), a performance‐based measure of SI was developed utilizing situational judgment test methodology. The initial step was to examine evidence of the psychometric properties and construct validity of the new SI measure. The SI measure, a test of general mental ability (GMA), and a personality inventory were then used to examine aspects of rater performance. Participants chose a set of interview questions and viewed interviewee responses during a videotaped interview. Results showed that people higher in SI and GMA chose interview questions judged by experts to be superior and were more accurate in rating interviewee responses. The SI measure explained variance beyond GMA and outperformed a trait‐based SI measure. Implications for the selection and training of interviewers are discussed.

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“…Empirical evidence to support this assertion comes from a number of studies (e.g. Johnson & Heal, 1976) in which applications purporting to be from disabled and non-disabled workers were sent to organizations. In these, details such as age, quali cations and experience were kept the same for disabled and non-disabled 'applicants', so that the decision on whether to invite for interview was based solely on disability status.…”

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confidence: 99%

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

Jackson

Furnham

Willen

2000

J Occupat & Organ Psyc

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This study investigated personnel directors and managers' willingness to revise their current selection procedures as a result of both their attitude towards disabled persons and their knowledge of the Disability Discrimination Act 1995 (DDA). The DDA states that 'reasonable adjustments' must be made to the selection process for persons with a disability to enable them to compete on an equal level with non-disabled candidates. Results showed that employer willingness to comply with the Act is predicted by attitude towards disabled people and knowledge of the legislation. The results are discussed in terms of the likely impact that the DDA will have on the employment situation for persons with a disability and the factors which might aVect its success.

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Private Employment Agency Responses to the Physically Handicapped Applicant in a Wheelchair

Cited by 29 publications

References 0 publications

Biasing effects of physical disability, race, and job skill level on assessment of applicants

Biasing effects of physical disability, race, and job skill level on assessment of applicants

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

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

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