South Asian Journal of Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Examining the Antecedents and Consequences of Disability Inclusion at the Workplace: A Study of Persons with Disabilities (PWDs) in the Union Territory (UT) of Jammu and Kashmir, India


Affiliations
1 School of Business, Shri Mata Vaishno Devi University, Kakryal, Jammu & Kashmir, India
     

   Subscribe/Renew Journal


Diversity and inclusion have garnered a lot of attention amongst management practitioners and researchers. However, limited literature has been found about disability inclusion in the organizational context. This study aimed to explore the antecedents and consequences of disability inclusion at the workplace. 190 Persons with Disabilities (PWDs), who were employed in the formal sector participated in this study. Respondents’ perception on their inclusion, and about its antecedents and consequences were assessed. Multiple regression analysis was used to examine the role of self, co-worker, supervisor and specific organization variables on predicting disability inclusion. Regression has also been used to examine the association between disability inclusionand consequences such as intention to quit, job satisfaction, and organizational commitment of PWDs. Results indicated that several factors (organizational, inter-personal and personal) were antecedents of disability inclusion and that disability inclusion could increase organizational commitment and job satisfaction and reduce their intention to quit.

Keywords

Organizational Commitment, Disability Inclusion, Job Satisfaction, Persons With Disabilities (PwDs), Workplace.
User
Subscription Login to verify subscription
Notifications
Font Size

  • Ali, M., & Konrad, A.M. (2017). Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management. European Management Journal, 35(4), 440-453.

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.

  • Appelbaum, S. H., Mitraud, A., Gailleur, J. F., Iacovella, M., Gerbasi, R., & Ivanova, V. (2008). The impact of organizational change, structure and leadership on employee turnover: A case study. Journal of Business Case Studies, 4, 21-38.

  • Ashikali, T. & Groeneveld, S. (2015). Diversity management for all? An empirical analysis of diversity management outcomes across groups. Personnel Review, 44(5), 757-780. doi: 10.1108/PR-10-2014-0216.

  • Barney, J. (1991). Special theory forum the resource-based model of the firm: origins, implications, and prospects. Journal of Management, 17(1), 97-98.

  • Baron, R.M. & Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-82.

  • Baumgärtner, M. K., Dwertmann, D. J. G., Böhm, S. A. & Bruke, H. (2015). Job satisfaction of employees with disabilities: The role of perceived structural flexibility. Human Resource Management, 54(2), 323-343.

  • Brewer, M.B. (1991). The social self: on being the same and different at the same time. Personality and Social Psychology Bulletin, 17(5), 475-482.

  • Brimhall, K.C., Lizano, E.L., & Mor Barak, M. E. (2014). The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers. Children and Youth Services Review, 40, 79-88.

  • Cammann, C., Fichman, M., Jenkins, G.D., & Klesh, J.R. (1983). Assessing the attitudes and perceptions of organizational members. In Seashore, S.E., Lawler, E.E.III, Mirvis, P.H., & Cammann, C. (Eds.), Assessing Organizational Change: A Guide to Methods, Measures, and Practices (71-138). New York, NY: Wiley.

  • Census of India (2011). Census data. Retrieved April 8, 2016, from http:// censusindia.gov.in/pca/searchdata.aspx.

  • Chan, F., Strauser, D., Maher, P., Lee, E.J., Jones, R. & Johnson, E.T. (2010). Demand-side factors related to employment of persons with disabilities: A Survey in the Midwest region of the United States. Journal of Occupational Rehabilitation, 20, 412-419.

  • Cho, S. & Mor Barak, E. (2008). Understanding of diversity and inclusion in a perceived homogeneous culture: a study of organizational commitment and job performance among Korean employees. Administration in Social Work, 32(4), 100-126.

  • Colella, A., & Bruyère, S.M. (2011). Disability and employment: New directions for industrial and organizational psychology. APAH and book of Industrial and Organizational Psychology, 1,473-503.

  • Confederation of Indian Industry (2009). A values route to business success: The why and how of employing persons with disability, Bangalore, India: Diversity and Equal Opportunity Center.

  • Couser, G. (2005). Disability as diversity: A difference with a difference. Ilha do Desterro: A Journal of English Language, Literatures in English and Cultural Studies, 48, 95-113.

  • Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.

  • Dalal, P.M. (2006). Burden of stroke: Indian perspective. Retrieved October 21, 2017, from https://doi.org/10.1111%2Fj.1747-4949.2006.00051.x.

  • Darling, R. B., & Heckert, D. A. (2010). Activism, models, identities, and opportunities: A preliminary test of a typology of disability orientations. Research in Social Science and Disability, 5, 203–229.

  • Daya, P. (2014). Diversity and inclusion in an emerging market context. Equality, Diversity and Inclusion: An International Journal, 33(3), 293-308. doi: 10.1108/EDI10-2012-0087.

  • Deloitte (2012). Waiter, is that inclusion in my soup? A new recipe to improve business performance. Australia: Deloitte Research Report.

  • Disability Information Resources. (2012). Retrieved July 22, 2016, from www.dinf.ne.jp/doc/english/asiaresour se/apdrj/z13jo0400/ 213jo0410.html

  • Findler, L., Vilchinsky, N., & Werner, S. (2007). The multidimensional attitudes scale toward persons with disabilities (MAS) construction and validation. Rehabilitation Counseling Bulletin, 50(3), 166-176.

  • Goodrich, K. & Ramsey, R. (2013). Do people with disabilities feel excluded? Comparison of learning and physical disabilities. Journal of Community Positive Practices, XIII(3), 74-87.

  • Grant, R. M. (1991). The resource-based theory of competitive advantage: implications for strategy formulation. California management review, 33(3), 114-135.

  • Green, S. B. (1991). How many subjects does it take to do a regression analysis? Multivariate Behavioral Research, 26(3), 499-510.

  • Hair, J. F., Black, W.C., Babin, B. J. & Anderson, R.E. (2010). Multivariate data analysis (7th ed.). Piscataway, NJ: Pearson Education International.

  • Hashim, J., & Wok, S. (2014). Predictors to employees with disabilities’ organizational behaviour and involvement in employment. Equality, Diversity and Inclusion: An International Journal, 33(2), 193-209.

  • Heera, S., & Devi, A. (2016). Employers’ perspective towards people with disabilities: A review of the literature. The South East Asian Journal of Management, 10(1), 54-74.

  • Heera, S., & Maini, A. (2018). Disability Inclusion. In Flexible Strategies in VUCA Markets, 79-88. Singapore: Springer.

  • Hernandez, B., McDonald, K., Divilbiss, M., Horin, E., Velcoff, J. & Donoso, O. (2008). Reflections from employers on the disabled workforce: focus groups with healthcare, hospitality and retail administrators. Employee Responsibilities and Rights Journal, 20(3), 157-164, DOI: 10.1007/s10672-008-9063-5.

  • International Labor Organization (ILO). (2007). Time for equality at work. Geneva, Switzerland: United Nations

  • Jiang, J.J. & Klein (1999-2000). Supervisor support and career anchor impact on the career satisfaction of the entry -level information systems professional. Journal of Management Systems Information, 16(3), 219-240.

  • Judge, T. A., & Klinger, R. (2008). Job satisfaction. The Science of Subjective Wellbeing, 393.

  • Kalargyrou, V. (2014). Gaining a competitive advantage with disability inclusion initiatives. Journal of Human Resources in Hospitality & Tourism, 13(2), 120-145.

  • Kaye, H. S., Jans, L. H. & Jones, E.C. (2011). Why don’t employers hire and retain workers with disabilities. Journal of Occupational Rehabilitation, 21(4), 526536, doi: 10.1007/s10926-011-9302-8.

  • Kim, K.M., Shin, Y.R., Yu, D.C. & Kim, D.K. (2017). The meaning of social inclusion for people with disabilities in South Korea. International Journal of Disability, Development and Education, 64(1), 19-32, doi: 10.1080/1034912X.2016.1165802.

  • Konrad, A. M. (2006). Leveraging workplace diversity in organizations. Organization Management Journal, 3(3), 164-189.

  • Kossek, E.E., Lobel, S.A., & Brown, A.J. (2005). Human resource strategies to manage workforce diversity. In A.M. Konrad, P. Prasad and J.M. Pringle (Eds.), Handbook of Workplace Diversity (pp. 54-74). Thousand Oaks, CA: Sage Publications Inc.

  • Kulkarni, M., & Rodrigues, C. (2014). Engagement with disability: Analysis of annual reports of Indian organizations. The International Journal of Human Resource Management, 25(11), 1547

  • Kulkarni, M., Boehm, S.A., & Basu, S. (2016). Workplace inclusion of persons with a disability: Comparison of Indian and German multinationals. Equality, Diversity and Inclusion: An International Journal, 35(7/8), 397-414.

  • Lengnick-Hall, M. L., Gaunt, P. M., & Kulkarni, M. (2008). Overlooked and underutilized: People with disabilities are an untapped human resource. Human Resource Management, 47, 255-273.

  • Lengnick-Hall, M. L., Gaunt, P. M., & Brooks, A. A. (2001). Why employers don’t hire people with disabilities: A survey of the literature. College of Business, University of Texas at San Antonio.

  • Li, Y., Perera, S., Kulik, C. T., & Metz, I. (2019). Inclusion climate: A multilevel investigation of its antecedents and consequences. Human Resource Management, 58(4), 353-369.

  • Lirio, P., Lee, M. D., Williams, M. L., Haugen, L. K., & Kossek, E. E. (2008). The inclusion challenge with reduced-load professionals: The role of the manager. Human Resource Management, 47, 443-461.

  • Lysaght, R., Ouellette-Kuntz, H., & Lin, C.-J. (2012). Untapped potential: Perspectives on the employment of people with intellectual disability. Work, 41(4), 409-422.

  • McKay, P. F., Avery, D.R., & Morris, M.A. (2008). Mean racial-ethnic differences in employee sales performance: the moderating role of diversity climate, Personnel Psychology, 61, 349-374.

  • McLaughlin, M.E., Bell, M.P., & Stringer, D.Y. (2004). Stigma and acceptance of persons with disabilities: Under studied aspects of workforce diversity. Group & Organization Management, 29(3), 302-333.

  • Meyer, J.P., Allen, N.J., & Smith, C.A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538.

  • Mikulincer, M., & Shaver, P. R. (2007). Boosting attachment security to promote mental health, prosocial values, and inter-group tolerance. Psychological Inquiry, 18(3), 139-156.

  • Ministry of Women and Child Development. (GOI 2015). Annual Report 2015-16. Retrieved from https://wcd.nic.in/sites/default/files/annual-report-2015-16.pdf.

  • Mitra, S., & Sambamoorthi, U. (2008). Disability and the rural labor market in India: Evidence for males in Tamil Nadu. World Development, 36(5), 934-952.

  • Mor Barak, M.E. (2005). Managing diversity: Toward a globally inclusive workplace. Thousand Oaks, CA: Sage Publications Inc.

  • Mor Barak, M.E., Findler, L., & Wind, L.H. (2001). Diversity, inclusion, and commitment to organizations: International empirical explorations. Journal of Behavioral and Applied Management, 2(2), 70-91.

  • Mor Barak, M.E. (2011). Managing diversity: Toward a globally inclusive workplace. Thousand Oaks, CA: Sage Publications Inc.

  • Mor-Barak, M.E., & Cherin, D.A. (1998). A tool to expand organizational understanding of workforce diversity: Exploring a measure of inclusion-exclusion. Administration in Social Work, 22(1), 47-64.

  • MSME-DI Annual Report (2011-2012). MSME-DI Annual Report. Retrieved from http://msme.gov.in/MSME-Annual-Report-2011-12-English.pdf

  • National Centre for Promotion of Employment for Disabled People (NCPEDP) (2009). Employment of disabled people in India: Base Line Report. New Delhi, India: Author.

  • Nelissen, P.T., Hülsheger, U.R., VanRuitenbeek, G.M., & Zijlstra, F.R. (2015). How and when stereotypes relate to inclusive behavior toward people with disabilities. The International Journal of Human Resource Management, 27(14), 1610-1625.

  • O’Connell, P. (2007). On reconciling irreconcilables: Neo-liberal globalization and human rights. Human Rights Law Review, 7(3), 483-509.

  • Ortlieb, R., & Sieben, B. (2013). Diversity strategies and business logic: why do companies employ ethnic minorities? Group & Organization Management, 38(4), 480-511.

  • Pelled, L.H., Ledford, J.G.E., & Mohrman, S.A. (1999). Demographic dissimilarity and workplace inclusion. Journal of Management Studies, 36(7), 1013-1030.

  • Pierce, J.L., Gardner, D.G., Cummings, L.L., & Dunham, R.B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622-648.

  • Pless, N.M., & Maak, T. (2004). Building an inclusive diversity culture: Principles, processes and practice. Journal of Business Ethics, 54, 129-147.

  • Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The Leadership Quarterly, 1(2), 107-142.

  • Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825-36.

  • Roberson, Q.M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group and Organization Management, 31, 212-236.

  • Rosenberg, M. (1979). Conceiving the self. New York, NY: Basic Books.

  • Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.

  • Samant, D., Soffer, M., Hernandez, B., Adya, M., Akinpelu, O., Levy, J.M., Repoli, E., Kramer, M., & Blanck, P. (2009). Corporate culture and employment of people with disabilities: Role of social workers and service provider organizations. Journal of Social Work in Disability & Rehabilitation, 8(3-4), 171-188.

  • Shore, L. M., Chung-Herrera, B. G., Dean, M. A., Ehrhart, K. H., Jung, D. I., Randel, A. E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19(2), 117-133.

  • Shore, L.M., Randel, A.E., Chung, B.G., Dean, M.A., Ehrhart, K.H. & Singh, G. (2011). Inclusion and diversity in work groups: a review and model for future research. Journal of Management, 37(4), 1262-1289.

  • Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. Thousand Oaks, CA: Sage Publications Inc.

  • Sreenath, K.C. Breaking barriers: Towards inclusion. [Online]. Retrieved from http:/ /www.equip123.net/docs/E1-REACHInclusion.pdf

  • Stone, D.L. & Colella, A. (1996). A model of factors affecting the treatment of disabled individuals in organizations. Academy of Management Review, 21(2), 352-401.

  • Snyder, L. A., Carmichael, J. S., Blackwell, L. V., Cleveland, J. N., & Thornton, G. C. (2010). Perceptions of discrimination and justice among employees with disabilities. Employee Responsibilities and Rights Journal, 22(1), 5-19.

  • The Able Trust. (2003). Dispelling myths of an untapped workforce: A study of employer attitudes toward hiring individuals with disabilities. Tallahassee, FL: Center for Information, Training, and Evaluation Services, Florida State University. Retrieved from http://www.rehabworks.org/Files/Documents/Links/EmployerStudy.pdf.

  • Uppal, S. (2005). Disability, workplace characteristics and job satisfaction. International Journal of Manpower, 26(4), 336-349.

  • United Nations Convention on the Rights of Persons with Disabilities (UNCRPD). (2006). Convention on the Rights of people with disabilities. Retrieved from http:// www.un.org/disabilities.

  • United Nations Enable. (2011). Disability and million development goals: A review of MDG process strategies for inclusion of disability issues in million development goal efforts. Retrieved from http://www.un.org/disabilities/documents/review_of_disability_ and_the_mdgs.pdf

  • Wehman, P. (2003). Workplace inclusion: Persons with disabilities and coworkers working together. Journal of Vocational Rehabilitation, 18(2), 131-141.

  • World Bank (2007). The World Bank Annual Report 2007. Washington, DC: The World Bank Group.

  • World Health Organization. (WHO) (2011). World Report on Disability. Retrieved from http://www.who.int/disabilities/world_report/2011/report.pdf

  • Yucel, I. (2012). Examining the relationships among job satisfaction, organizational commitment, and turnover intention: An empirical study. International Journal of Business and Management, 7(20), 44-58


Abstract Views: 212

PDF Views: 0




  • Examining the Antecedents and Consequences of Disability Inclusion at the Workplace: A Study of Persons with Disabilities (PWDs) in the Union Territory (UT) of Jammu and Kashmir, India

Abstract Views: 212  |  PDF Views: 0

Authors

Sonali Heera
School of Business, Shri Mata Vaishno Devi University, Kakryal, Jammu & Kashmir, India
Arti Maini
School of Business, Shri Mata Vaishno Devi University, Kakryal, Jammu & Kashmir, India

Abstract


Diversity and inclusion have garnered a lot of attention amongst management practitioners and researchers. However, limited literature has been found about disability inclusion in the organizational context. This study aimed to explore the antecedents and consequences of disability inclusion at the workplace. 190 Persons with Disabilities (PWDs), who were employed in the formal sector participated in this study. Respondents’ perception on their inclusion, and about its antecedents and consequences were assessed. Multiple regression analysis was used to examine the role of self, co-worker, supervisor and specific organization variables on predicting disability inclusion. Regression has also been used to examine the association between disability inclusionand consequences such as intention to quit, job satisfaction, and organizational commitment of PWDs. Results indicated that several factors (organizational, inter-personal and personal) were antecedents of disability inclusion and that disability inclusion could increase organizational commitment and job satisfaction and reduce their intention to quit.

Keywords


Organizational Commitment, Disability Inclusion, Job Satisfaction, Persons With Disabilities (PwDs), Workplace.

References