Career Management Strategies of People With Disabilities

People with disabilities (PWD) tend to experience less career success than their counterparts without a disability, and their talent and skill remain underutilized. Disability literature also outlines various barriers to careers of PWD. Yet there are those who successfully manage their careers. Our aim in the present interview‐based study was to understand which strategies PWD engage in to manage their careers proactively. Findings indicate that strategies include maintaining a positive mind‐set; trouncing competence stereotypes by sensitizing people to their ability through learning and applying new skills, and by seeking feedback; engaging in disability advocacy to remove performance myths; and building, leveraging, and contributing to disability networks. We noted gender and tenure differences with regard to strategies employed. Findings imply that career objectives of PWD are not those traditionally expected or lauded by organizations, and motivations for career self‐management are unique to PWD as compared to those without a disability. © 2014 Wiley Periodicals, Inc.     

A Statutory Basis for the Anti‐Deprivation Rule?

This article argues that material confusions remain in the English anti‐deprivation rule. It begins by considering the statutory framework and demonstrates that there are a number of distinct positions as to the legal foundation of the rule. In examining these positions, of particular concern is the relationship between the rule and the pari passu principle and the notion that the rule serves a broader collectivity principle inherent in insolvency law. The article seeks to identify the proper basis of the rule, thereby shedding light on the policy that the rule is intended to protect. It contends that while it is possible, consistently with authority, to rationalise the rule on a particular footing, the uncertainties under the existing law must be resolved by legislative reform. Copyright © 2014 INSOL International and John Wiley & Sons, Ltd     

On the treatment of persons with disabilities in organizations: A review and research agenda

Human resource practitioners play a crucial role in promoting equitable treatment of persons with disabilities, and practitioner's decisions should be guided by solid evidence‐based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella's seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (a) implicit definitions of workplace treatment; (b) neglect of national context variation; (c) missing differentiation between disability populations; (d) overreliance on available data sets; (e) predominance of single‐source, cross‐sectional data; (f) neglect of individual differences and identities in the presence of disability; and (g) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.     

Increasing Employment of People with Disabilities: The Role and Views of Disability Training and Placement Agencies

Many people with disabilities continue being unemployed or underemployed. One way to rectify this situation is through leveraging the services of disability training and placement agencies which can appropriately train candidates with a disability and then connect them with potential employers. Unfortunately, employers profess ignorance about the availability of such services, such service agencies, and continue being wary of employing people with disabilities. In the present article, based on interviews with twelve policy makers in five agencies, we examine services offered by such agencies. Results showed that agencies engage in the following four roles when trying to secure employment for candidates with a disability- the Facilitator, the Trainer, the Marketer, and the Partner. Based on present findings, we note a few broad recommendations for employers with regards formulating their disability policies.     

The Impact of Online and Offline Information Sources on Automobile Choice Behavior

The Internet has significantly impacted the information search behavior of consumers. Many consumers regularly consult Internet sources for information on product categories, brands, manufacturers, and retailers, particularly when making a purchase decision about major durable goods. Automobiles are one example of such goods. The Internet has become a major source for information on automobile brands, attributes, and dealers. While much research has been done on the impact of the Internet on automobile information search behavior and search costs, there is limited work on the relationship between Internet use and the ultimate automobile choice. This type of relationship may have interesting managerial implications for both manufacturers of automobiles and firms that provide information on automobiles. This paper attempts to address this gap. It examines whether Internet use is associated with different choice patterns for automobiles. Using discrete choice analysis on automobile choice data, we explore whether there will be differences in the salience of specific information types for online versus offline consumers. We find that Internet users rely more on ratings while non-Internet users rely more on recommendations when making automobile choices. Our findings have several useful managerial implications for information provision, both online and offline.     

Intra‐firm transfer of best practices in moral reasoning: a conceptual framework

In this paper, we develop a conceptual framework of the intra‐firm transfer of best practices in moral reasoning by integrating three streams of literature: internal knowledge transfer in strategic management, moral reasoning and epistemology in philosophy and business ethics, and leader–member exchange in human resource management. We propose that characteristics of moral reasoning (nature of moral knowledge, tacitness of moral reasoning and causal ambiguity), source characteristics (moral development of leaders), target characteristics (integrity capacity and moral development of subordinates), leader–member exchange and internal ethical climate influence the transfer of best practices in moral reasoning.     

Price distortions,financing constraints and second-best investment rules in the transportation industries

This paper analyzes the second-best pricing and investment rules to be followed in the transportation industries in the presence of intermodal competition, exogenous price distortions, and financing constraints, using both theoretical and simulation analysis. It shows that price distortions and financing constraints in one mode will not only affect the investment rules in that mode, but will also affect the pricing rules and investment decisions in all other modes. While the theoretical discussion indicates that the second-best pricing and investment rules are quite complex, the simulation analysis indicates that the benefit function is relatively flat, suggesting that the costs of using simpler first-best rules may be relatively small.     

Engagement with disability: analysis of annual reports of Indian organizations

Anchored in institutional theory, our aim in the present study was to understand how large and economically successful organizations in India engage with the issue of disability within and outside of their organizational boundaries, and communicate such engagements through their annual reports. Based on a qualitative content analysis of the organizations' annual reports for the year 2009–2010, we examined if these organizations spoke about recruitment and other organizational treatment of people with disabilities (internal focus), and if they engaged with issues related to disability in the realm of corporate social responsibility (external focus). We found that, despite no institutional pressures, organizations engaged with disability-specific issues both internally and externally. While we found differences with respect to organizational age and sector (public and private sector), we did not find any differences in the engagement and communication of activities based on organizational industry type and global presence. We discuss implications for research and practice.     

Leader–member exchange,subordinate stewardship,and hierarchical governance

In this article, by integrating the institutional theory, leader–member exchange (LMX) theory, and stewardship theory, we propose a model of subordinate stewardship behaviors in organizational hierarchies and the resultant hierarchical governance structures. First, we develop propositions suggesting that the quality of LMX (supervisor–subordinate) is determined by three antecedents: leader characteristics, subordinate characteristics, and internal organizational context. The quality of LMX, in turn, affects the subordinate stewardship behaviors. Second, by integrating institutional theory and stewardship theory, we propose that the interaction between isomorphic pressures and the level of subordinate stewardship behaviors may result in four distinct types of hierarchical governance structures: isomorphic stewardship, isomorphic controls, firm-specific controls, and firm-specific stewardship. These governance mechanisms reflect the internal drive toward subordinate stewardship, while complying with the external norms of isomorphism. Thus, different types of governance structures may exist between and within firms. Implications of this model are discussed here.