This study experimentally explored hiring recommendations involving disabled job applicants. One hundred eight supervisors and mid‐level managers reviewed the cover letter and resume of an applicant and the job description for a simulated position. The applicant's type of disability and cause of disability were systematically manipulated in the resume and cover letter. The results demonstrated that subjects made different recommendations for hiring the applicant as a function of the type as well as the cause of the disability. Implications for employers' bias are discussed and suggestions for future research are presented.
Overalljob satisfaction and the specific work incentives and disincentives that were responsible for job satisfaction or dissatisfaction were surveyed in 489 occupational therapists.Job satisfaction was found to be moderately high, and the respondents rated achievement and interpersonal relationships with co-workers as work incentives. Opportunity for advancement and working conditions, on the other hand, were seen as job disincentives. Ratings on several ofthejob satisfaction factors differed as a function of the respondent's primary work role (t. e., supervision/management vs. direct service).
Perceived autonomy, overall job satisfaction, and specific work incentives and disincentives were surveyed in 249 occupational therapists. Respondents rated autonomy and job satisfaction moderately high. They perceived achievement, interpersonal relationships with co-workers, and the nature of the work itself as incentives. The lack of organizational support for training, opportunity for advancement, and working conditions were seen as job disincentives. Results also showed that perceived autonomy was positively related to overall job satisfaction and to each job satisfaction factor.
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