Including Employees With Disabilities in Workplace Cultures

Hagner, David; Dague, Bryan; Phillips, Kimberly G.

doi:10.1177/0034355214544750

Cited by 26 publications

(12 citation statements)

References 16 publications

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“…Disability inclusive HR practices, as Boehm and Dwertmann (2015) suggest, should be implemented in the workplace, to provide opportunities for employees with disabilities to display their competence in the selection process, have training, and have accurate performance appraisal and compensation with taking into account their disability limitations. Helping individuals with disabilities to become socially included in the workplace is a crucial rehabilitation goal of disability inclusive HR practices (Hagner et al, 2015).…”

Section: Disability Inclusive Hr Practices and Work Engagement Of Employees With Disabilitiesmentioning

confidence: 99%

Engaging employees with disabilities in Vietnamese business context

Luu

2018

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Purpose There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices and disability diversity climate for them to engage in their work roles. The purpose of this paper is to investigate how disability inclusive HR practices contribute to work engagement of employees with disabilities working in Vietnam-based information technology (IT) industry. Design/methodology/approach The research model was tested through the data collected from employees with disabilities and their direct supervisors from IT companies based in Vietnam. Findings The data analysis revealed that disability inclusive HR practices influenced employees with disabilities to engage in their work activities through organizational identification as a mediator. Moral leadership exhibited a positive interactive effect with disability inclusive HR practices in promoting organizational identification of employees with disabilities and, in turn, their work engagement. In addition, employees’ idiosyncratic deals were found to serve as an individual enhancer for the link between their organizational identification and work engagement. Originality/value This research sets a milestone for more empirical inquiries on disability-oriented antecedents at both organizational and individual levels that can foster work engagement of employees with disabilities.

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Section: Disability Inclusive Hr Practices and Work Engagement Of Employees With Disabilitiesmentioning

confidence: 99%

Engaging employees with disabilities in Vietnamese business context

Luu

2018

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“…For example, the literature recommends that employment consultants facilitate natural supports from co-workers after hire. Natural support is recommended because it promotes the person’s independence, inclusion in the workplace, job satisfaction, and job retention (Hagner et al, 2014; Mank et al, 1999; Sandow et al, 1993; Wehman & Kregel, 1995). However, billing protocols typically reimburse on-site job coaching rather than facilitating natural supports from co-workers.…”

Section: Unintended Consequences Of Data Tracked For Billing Purposesmentioning

confidence: 99%

Rethinking Management Information Systems for Scaling up Employment Outcomes

Migliore

Butterworth

Nye-Lengerman

2021

Journal of Disability Policy Studies

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People with intellectual disability, autism, and other developmental disabilities have successfully demonstrated their ability to work in the general labor market. Yet, their employment rate remains substantially lower compared with the general population without disabilities. Scaling up the employment outcomes of this population requires improving the effectiveness and efficiency of employment support systems. To this end, this article recommends supporting employment providers rethink how they use their management information systems (MIS): from primary tools that automate billing and compliance, to tools that track metrics for continuous quality improvement. As federal and state funding policies are the main factors shaping how MIS are currently used, this article recommends that federal and state policy guidelines be issued that enable employment providers to leverage their MIS to improve effectiveness and efficiency, and thus scale up employment outcomes of job seekers.

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“…Employees with disabilities are also provided with on-the-job coaching and mentoring, as well as flex-time and workplace options such as arranging flexible work hours and working part-time at home. Helping employees with disabilities to be socially included in work environments is a crucial rehabilitation goal of disability-inclusive HR practices (Hagner et al, 2015).…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Fostering Well-Being Among Public Employees With Disabilities: The Roles of Disability-Inclusive Human Resource Practices, Job Resources, and Public Service Motivation

Rowley

Khai

Qian

et al. 2020

Review of Public Personnel Administration

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Regardless of their disabilities, employees with disabilities can contribute to the performance of public organizations. Our research purpose is to investigate how and when disability-inclusive human resource (HR) practices nurture the well-being of employees with disabilities in the public sector. Participants for this study consisted of employees with disabilities from departments and wards (grassroot-level governments) under the district-level governments in Ho Chi Minh City, Vietnam. Our results revealed the relationships between disability-inclusive HR practices and the well-being of public employees with disabilities via job resources as a mediator. The results further demonstrated that the effect of job resources on employee well-being was stronger for employees low in public service motivation than for those high in public service motivation.

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Including Employees With Disabilities in Workplace Cultures

Cited by 26 publications

References 16 publications

Engaging employees with disabilities in Vietnamese business context

Engaging employees with disabilities in Vietnamese business context

Rethinking Management Information Systems for Scaling up Employment Outcomes

Fostering Well-Being Among Public Employees With Disabilities: The Roles of Disability-Inclusive Human Resource Practices, Job Resources, and Public Service Motivation

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