Department of Rehabilitation Psychology and Special Education, University of Wisconsin-Madison, 432 East Campus Mall, Room 414, Madison, WI 53706, USA.
J Occup Rehabil. 2010 Dec;20(4):412-9. doi: 10.1007/s10926-010-9252-6.
Traditional vocational services ignore variables related to employer demands and the interaction of employer demand and the environment) as predictors of employment outcomes for people with disabilities. Recently, rehabilitation researchers have begun to advocate for the use of demand-side employment models to help people with disabilities obtain and retain employment.
To examine demand-side employment factors that may influence hiring and retention of people with physical disabilities.
One hundred and thirty two human resources (HR) managers and line managers were surveyed and the data were analyzed using descriptive statistics and multiple regression and correlation analysis.
Managers rated people with disabilities' productivity and reliability between the neutral and agree range. Managers were neutral about their own knowledge of the Americans with Disabilities Act (ADA) and job accommodation and were similarly neutral about their company's effort to include disability in the company's diversity efforts. Hiring efforts were associated with the company's diversity climate and inclusion of disability in diversity efforts. A hierarchical regression was conducted with results indicating that the demand side factors accounted for a significant portion of the variance in commitment to hire; knowledge of ADA and job accommodation and inclusion of disability in diversity efforts were found to be significantly associated with commitment of the company to hire people with disabilities.
HR and hiring managers in the current study were not overly enthusiastic about people with disabilities as reliable and productive employees. ADA and job accommodations training might improve these managers' attitudes toward people with disabilities. Intervention at the senior management level should focus on changing company policies to include disability as part of the company's diversity efforts.
传统的职业服务忽视了与雇主需求以及雇主需求与环境相互作用相关的变量，而这些变量是预测残疾人就业结果的因素。最近，康复研究人员开始倡导使用需求方就业模型，以帮助残疾人获得和保留工作。
探讨可能影响肢体残疾人雇佣和留用的需求方就业因素。
对 132 名人力资源 (HR) 经理和直线经理进行了调查，并使用描述性统计、多元回归和相关分析对数据进行了分析。
经理们对残疾人士的生产力和可靠性的评价处于中立到同意的范围内。经理们对自己对《美国残疾人法案》(ADA)和工作适应的了解持中立态度，对公司在将残疾纳入公司多元化努力方面的努力也持中立态度。招聘工作与公司的多元化氛围以及将残疾纳入多元化努力有关。进行了层次回归分析，结果表明，需求方因素在雇佣承诺方面存在显著差异；ADA 和工作适应以及将残疾纳入多样性工作的知识与公司雇佣残疾人士的承诺显著相关。
在当前的研究中，人力资源和招聘经理对残疾人士作为可靠和有生产力的员工并没有过于热情。ADA 和工作适应培训可能会改善这些经理对残疾人士的态度。在高级管理层进行干预应侧重于改变公司政策，将残疾纳入公司多元化努力的一部分。
