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We examine coworkers' procedural justice inferences about the accommodation of another employee when they believe it is for disabilityrelated reasons. Legal constraints that prevent the release of information about the accommodation process may lead to negative inferences about fairness. However, we argue that other factors can help to make inferences about procedural justice more positive. We present a model of the process through which coworkers engage in making inferences about the procedural justice of accommodating a coworker with a disability and the individual and organizational level factors likely to influence those inferences. Consequently, we present propositions to be studied in future empirical research and suggestions to managers who desire to reduce negative coworker reactions to accommodating individuals with disabilities. 4221 TAMU, k a s A&M University, College Station, TX, 778434221; AcoleUa@cgsb. tamu.edu. John Hollenbeck served as guest editor for this article.

In this paper, I develop a perspective on women’s career attainment focused on how employers’ salary offers may be constructed based on their assumptions regarding women’s access to comparative salary information. Therefore, although the use of social networks in job search may enhance women’s actual knowledge of prevailing wages, I hypothesize that institutional characteristics that employers could assume to constrain women’s networks and concomitant access to salary information will directly affect salary offers, as well as moderating the influence of network ties on pay. To test this perspective, job search outcomes of women attending elite coeducational and women’s colleges were examined. Regarding the number of offers obtained, women who consulted with proportionally more male peer and employed adult male advice ties received significantly more job offers than women using fewer male advice contacts. With regard to salary offers, this study reveals an institutional sex composition effect: women exiting single-sex institutions (i.e., women’s colleges) received significantly lower salary offers than women from coeducational schools, even after accounting for human capital, job characteristics, and institutional reputation. The effects of social networks on pay were moderated by institutional sex composition such that women exiting women’s colleges received lower returns in the form of salary to their cross-gender advice ties than did women from a matched coeducational institution. Implications of these results for theories of social capital and women’s occupational attainment are discussed.