The role of human resource practices for including persons with disabilities in the workforce: a systematic literature review

Schloemer-Jarvis, Aileen; Bader, Benjamin; Böhm, Stephan A.

doi:10.1080/09585192.2021.1996433

Cited by 26 publications

(22 citation statements)

References 126 publications

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“…Supervisors play an essential role in performance management, as they are responsible for ongoing activities, such as keeping employee performance aligned with organizational standards, managing health and well-being, motivating employees, and facilitating conflict resolution—all areas which may require specific skills and knowledge that can make such processes equally as effective for employees with DD. Performance evaluation, in particular, is commonly reported to be an area that supervisors of employees with disabilities find uncomfortable (Houtenville & Kalargyrou, 2012), which results in biased appraisals that can significantly hinder the progress of employees with disabilities in the organization (see Schloemer-Jarvis et al, 2022). It is therefore crucial that supervisors are made aware of common appraisal pitfalls when managing the performance of employees with DD.…”

Section: Defining Developmental Disabilitymentioning

confidence: 99%

Informing inclusive management practices for employees with developmental disabilities: A supervisor training needs analysis.

Heron,

Bruk-Lee

2023

Consulting Psychology Journal

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Individuals with developmental disabilities (DD) face significant barriers limiting their opportunities for competitive integrated employment. Given the critically low employment rates and the devastating impact of the COVID-19 pandemic on individuals with DD, there is an urgent need for research that investigates ways to eradicate existing barriers to improve the employment outlook for this population. To address significant gaps in both research and practice, the present study involved a supervisor training needs analysis informed by four different sources of employee support representative of both hiring organizations and supported employment (n = 113). Results identified skill and knowledge gaps across various supervisor duties relating to onboarding, socialization, training, feedback and evaluation, health and well-being, general management, goal setting, job accommodations, career development, and disability awareness. Hence, each perspective provided valuable insight into the current skill and knowledge gaps of supervisors of employees with DD and indicated the need for training that extends beyond traditional disability awareness topics. Evidence gained from this study is expected to significantly shape inclusive organizational practices in preparing supervisors to more effectively manage and support employees with DD.

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Section: Defining Developmental Disabilitymentioning

confidence: 99%

Informing inclusive management practices for employees with developmental disabilities: A supervisor training needs analysis.

Heron,

Bruk-Lee

2023

Consulting Psychology Journal

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“…As noted by the Finnish Ombudsman for Non-Discrimination, a paradigm shift will be necessary to this end, one that perceives persons with disabilities as independent subjects of rights, not as objects of care [73:29]. To a certain degree, globally, such a change in attitudes is reportedly already taking place, with organisations becoming aware that the employment of persons with disabilities is in their interest, given, for example, the shortage of skilled workers and the aging labour force [121]. The role of human resource policies is key in facilitating such an attitude change within organisations [121].…”

Section: Individualised Solutions For Accommodated/enabled Agencymentioning

confidence: 99%

“…To a certain degree, globally, such a change in attitudes is reportedly already taking place, with organisations becoming aware that the employment of persons with disabilities is in their interest, given, for example, the shortage of skilled workers and the aging labour force [121]. The role of human resource policies is key in facilitating such an attitude change within organisations [121]. Awareness raising and training, obviously, are needed to that end as well [122], as are inclusive attitudes [123:75], and availability of transparent and accessible information as one of the crucial entry points to agency and meaningful participation [124:69].…”

Section: Individualised Solutions For Accommodated/enabled Agencymentioning

confidence: 99%

Vulnerability, Disability, and Agency: Exploring Structures for Inclusive Decision-Making and Participation in a Responsive State

2022

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By unpacking some of the dichotomies inherent in the concepts of vulnerability and disability, the article problematises some of the current legal approaches to disability in Finland. It argues that where used to single out population groups or individuals due to their embodied characteristics, the vulnerability paradigm can be seen to create binaries both among the persons with disabilities, and between the “vulnerable” persons with disabilities and the perception of a rational, self-standing and autonomous human being. To mitigate such binaries, the article explores an agency-centred discourse of vulnerability, one that recognises the co-existence of agency and vulnerability and sees agency as dynamic and responsive to the societal support structures that surround all of us. One of the central arguments of the article is that generalised approaches do, however, not suffice to make agency a reality for all persons with disabilities. Given the extensive diversity of intra-group variations between persons with disabilities, individualised solutions are needed for agency to be possible for all. To overcome objectification and de-agencification – and to enhance agency – this diversity of situations, needs and contexts of lived-in realities of individuals also needs to be expressly reflected in the legal language in addressing disability.

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“…Schloemer-Jarvis et al. (2022) argued that HPWS are employee-centric HR practices designed to nurture employees, foster their abilities and develop them to achieve organizational goals.…”

Section: Introductionmentioning

confidence: 99%

“…The core areas of HPWS include sophisticated selection and training, behavior-based appraisal, contingent pay, job security, employee involvement (Heffernan and Dundon, 2016), remuneration and communication (Guthrie et al, 2011). Schloemer-Jarvis et al (2022) argued that HPWS are employee-centric HR practices designed to nurture employees, foster their abilities and develop them to achieve organizational goals. Study of Cao et al (2022) found that HPWS are vital to creating a developmental climate that significantly triggers employees' thriving at work.…”

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confidence: 99%

Linking high-performance work systems and happiness at work: role of career aspiration and thriving

Qamar

Soomro

Kundi

2023

CDI

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PurposeThis study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.Design/methodology/approachThe study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.FindingsThe study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.Practical implicationsThe findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.Originality/valueThis is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.

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The role of human resource practices for including persons with disabilities in the workforce: a systematic literature review

Cited by 26 publications

References 126 publications

Informing inclusive management practices for employees with developmental disabilities: A supervisor training needs analysis.

Informing inclusive management practices for employees with developmental disabilities: A supervisor training needs analysis.

Vulnerability, Disability, and Agency: Exploring Structures for Inclusive Decision-Making and Participation in a Responsive State

Linking high-performance work systems and happiness at work: role of career aspiration and thriving

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