Causal attribution and hiring recommendations for disabled job applicants.

Bordieri, James E.; Drehmer, David E.

doi:10.1037/0090-5550.33.4.239

Cited by 9 publications

(15 citation statements)

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“…Lee (1997) indicated that there is a "hierarchy" of disabilities, with physical disabilities more accepted in organizations than psychological disabilities, such as attention deficit disorder and depression (Klimoski & Donahue, 1997). Further, individuals who have greater control over the onset of their disabilities are seen more negatively because they are in part responsible for being disabled (Bordieri & Drehmer, 1988;Stone & Colella, 1996).…”

Section: Situational Characteristicsmentioning

confidence: 97%

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Davison¹,

O’Leary²,

Schlosberg³

et al. 2009

Journal of Workplace Rights

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Although the Americans with Disabilities Act (ADA) was enacted nearly two decades ago, it has not provided many of the expected benefits to disabled individuals, and it appears that reluctance to request accommodations is part of the problem (Baldridge & Veiga, 2001). Baldridge and Veiga (2001) provided a framework for examining the reasons why individuals with disabilities might fail to request needed accommodations. The current study tested a model based on this framework, examining the factors that affect whether individuals with disabilities request needed accommodations. The results indicate that personal assessments (i.e., concerns about requesting

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Section: Situational Characteristicsmentioning

confidence: 97%

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Davison¹,

O’Leary²,

Schlosberg³

et al. 2009

Journal of Workplace Rights

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“…Following similar procedures of Bordieri and Drehmer (1986, 1987a, 1987b, 1988, 1997), participants were informed that the purpose of the study was to examine how individuals make personnel selection decisions. They were then asked to review the résumé of a job applicant, along with the job description for the position for which he was applying and notes from an interviewer.…”

Section: Methodsmentioning

confidence: 99%

“…The dependent measure was comprised of eight items, all of which were rated on a 5‐point Likert‐type scale, focusing on hiring recommendations for the simulated applicant (see ). Of the eight items, five items were based on previous measures used by Bordieri and Drehmer (1986, 1987a, 1987b, 1988, 1997). These items asked participants to rate the perceived qualifications of the applicant and to evaluate the applicant on dimensions of projecting starting salary, organizational commitment, coworker relations, and productivity.…”

mentioning

confidence: 99%

Rater Effects and Attitudinal Barriers Affecting People With Disabilities in Personnel Selection¹

Leasher¹,

Miller

Gooden

2009

J Applied Social Pyschol

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This study assessed potential barriers of the employment of individuals with disabilities. Participants reviewed the interview notes and résumé of a simulated applicant with a disability, along with the job description for a simulated position. Hiring ratings were assigned, followed by a series of measures assessing personality and attitudes toward people with disabilities. Results indicate that variance in both hiring ratings and attitudes differed as a function of individual differences in raters, suggesting that individual differences not only affect attitudes toward individuals with disabilities, but also impact subsequent hiring recommendations. Findings can be used by human resource professionals to eliminate attitudinal barriers in employment of applicants with disabilities, as well as stress the diversification of selection committees.

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“…The reinforcing influence of the personal responsibility on stigmatization, and on HIV‐related stigmatization, in particular, has repeatedly been demonstrated (Bos, Schaalma, & Pryor, ; Dijker & Koomen, ; Weiner, Perry, & Magnusson, ). It is argued that the effects of the acknowledgment strategy depend on the degree to which people are held personally accountable for their condition (Bordieri & Drehmer, ; Hebl & Kleck, ). For instance, when adopted by persons with a disability in an interview setting, the acknowledgment strategy has been found to advance the social interaction (Hastorf et al, ; Hebl & Kleck, ) and positively influence selection evaluations, especially when it was salient that obtaining the stigmatized condition was out of the individual's control (Bordieri & Drehmer, ).…”

Section: Introductionmentioning

confidence: 99%

“…It is argued that the effects of the acknowledgment strategy depend on the degree to which people are held personally accountable for their condition (Bordieri & Drehmer, ; Hebl & Kleck, ). For instance, when adopted by persons with a disability in an interview setting, the acknowledgment strategy has been found to advance the social interaction (Hastorf et al, ; Hebl & Kleck, ) and positively influence selection evaluations, especially when it was salient that obtaining the stigmatized condition was out of the individual's control (Bordieri & Drehmer, ). Similarly, when adopted by gay and lesbian applicants in a job interview setting, the acknowledgment strategy was found to reduce interpersonal discrimination (Singletary & Hebl, ).…”

Section: Introductionmentioning

confidence: 99%

HIV status acknowledgment and stigma reduction in virtual reality: The moderating role of perceivers' attitudes

Toppenberg

Ruiter

Bos

2019

J Applied Social Pyschol

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HIV‐related stigmatization in employee selection procedures may be enacted through discrimination based on an applicant's HIV status. This study (N = 58) investigated to what extent applying an acknowledgment strategy in a job interview setting reduces HIV‐related stigma, taking into account the applicants' personal responsibility and the perceivers' attitudes toward people living with HIV (PLWH). In an immersive virtual office, virtual applicants with HIV presented themselves as part of a job application procedure. Using a 2 (acknowledgment versus non‐acknowledgment) × 2 (responsible versus not responsible for the onset of the HIV‐infection) within‐subjects design, we hypothesized that acknowledgment and onset responsibility would yield an interaction effect as well as separate main effects. We predicted that hearing virtual job applicants acknowledging their HIV status triggers higher evaluations, especially when applicants are not held personally responsible for their infection. In addition, we hypothesized that (between‐subjects) positive implicit and explicit attitudes independently moderate the relationship between acknowledgment and applicant evaluation. We found that low‐onset responsible applicants were more positively evaluated than high‐onset responsible applicants (main effect of onset responsibility), F(1, 57) = 4.31, p = 0.04. This effect was irrespective of the applicants' status acknowledgment (no interaction effect). Acknowledgment did, however, produce higher evaluations when participants' explicit attitudes toward PLWH were more positive, F(1, 57) = 7.13, p = 0.01 (moderation effect of explicit attitudes). This study indicates that the more positive the explicit attitudes toward PLWH, the more positive the evaluations when hearing PLWH acknowledging their stigma. Theoretical and practical implications of these findings are discussed.

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Causal attribution and hiring recommendations for disabled job applicants.

Cited by 9 publications

References 0 publications

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Rater Effects and Attitudinal Barriers Affecting People With Disabilities in Personnel Selection¹

HIV status acknowledgment and stigma reduction in virtual reality: The moderating role of perceivers' attitudes

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Causal attribution and hiring recommendations for disabled job applicants.

Cited by 9 publications

References 0 publications

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Don't Ask and You Shall Not Receive: Why Future American Workers with Disabilities are Reluctant to Demand Legally Required Accommodations

Rater Effects and Attitudinal Barriers Affecting People With Disabilities in Personnel Selection1

HIV status acknowledgment and stigma reduction in virtual reality: The moderating role of perceivers' attitudes

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Rater Effects and Attitudinal Barriers Affecting People With Disabilities in Personnel Selection¹