Employment Expectation Profiles as a Differential Measure of Employment-Relevant Attitudes Towards People with Disabilities

Abstract

The ability of the Employment Expectation Questionnaire-Beta version (EEQ-B) to differentially describe employment relevant attitudes towards people with disabilities was investigated. Labels of cognitive disability and gender were manipulated in an analog study. Respondents from a convenience sample of students read stimulus material concerning a job and job applicant and then rated the applicant's qualification for the job. A significant effect was found for disability, but not for gender or interaction effects. Post hoc contrasts suggest that labels of cognitive disability (mental retardation, mental illness, and traumatic brain injury) had a differential effect across the factors of the EEQ-B.

Employability of Disabled Graduates: Resources for a Sustainable Employment

“…It should be stressed that, to date, almost all disability specific workplace literature has focused on barriers to employment, with little focus on career success [54]. A considerable part of studies has focused on employers' attitudinal barriers [55] considering the influence of stereotypes and stigma on hiring, employment, and access to labor market of young disabled workers [56][57][58][59]. Hernandez, Keys, and Balcazar [60] and recently Ju, Roberts, and Zhang [61] have carried out two reviews of the literature on employers' attitudes towards disabled workers.…”

Employability Skills Valued by Employers as Important for Entry-Level Employees With and Without Disabilities

“…The low rate of employment of IWD may be attributed to a number of factors. One of the major obstacles is employers’ concerns about, and misconceptions of, employing IWD (Millington, Rosenthal, & Lott, 1998; Unger, 2002). Specifically, many employers doubt that IWD have the necessary work-related skills and work-related personality attributes (Johnson, Greenwood, & Schriner, 1988).…”

Functional limitations in TBI and their relationship to job maintenance following work re-entry

“…A person cannot take steps to correct a problem that he/she is not aware of, even when presented with feedback [4,23,31]. In addition, employers tend to have more negative attitudes toward individuals with emotional impairments than toward individuals with physical impairments [2,33,34]. Our results suggest that emotional dysregulation issues may be a risk factor for job separations for people with TBI who have re-entered the workforce.…”