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This study examines partnerships between schools and businesses that are intended to foster training and employment opportunities for secondary students with developmental and other disabilities in Saudi Arabia. A survey was developed to investigate employers' perspectives on students' skills, practical strategies for training, and their contribution. Fifty-two employers participated in the survey. The findings revealed the most valued skills on job sites, such as self- determination, social, and job skills, and believed that coordination, job matching, and joint supervision are successful practices that improve training. The employers concluded that some of their contributions to such partnerships include participation in curriculum development, training students in their workplaces under their supervision, and offering financial support., Author(s): Hussain A. Almalky [sup.1] , Saeed S. Alqahtani [sup.1] Author Affiliations: (1) grid.449553.a, 0000 0004 0441 5588, Prince Sattam Bin Abdulaziz University, , Al-Kharj, Saudi Arabia Introduction > In [...]

This review examines previous literature on person-related factors related to people with disabilities that affect employers' intention to integrate people with disabilities vocationally. An electronic search was conducted in Google Scholar, MEDLINE, and ScienceDirect databases. Ten main person-related factors affecting employers' intentions to hire and retain employees with disabilities emerged: the type of disability, health and severity level of disability, the onset of disability, ability to choose and make decisions, and beliefs/motivation to work, gender, age, race, educational level, and work experience, which the author included into two broader categories: ? disability status and demographic factors. Vocational rehabilitation specialists should consider person-related factors when formulating employers' positive attitudes towards the vocational integration of people with disabilities. Keywords: employers, disability, person-related factors, vocational integration, Workplace exclusion, broadly defined as the rejection, ostracism, and ignorance that a person or a group of persons face by another person or a group in a workplace (Hitlan & [...]

We conducted a scoping review of the demand-side employment literature to identify promising practices that increase employers' motivation and efforts to recruit and hire people with disabilities (PWD). This scoping review was reported in accordance with the Reporting Items for Systematic Reviews and Meta-Anal-yses (PRISMA) guidelines. Five databases were utilized in our effort to search for demand-side employment articles related to recruiting and hiring of people with disabilities published between 1985 and 2017. After filtering articles based on our search criteria, the final number of articles included in the analysis was 96. An analysis of these articles revealed seven central themes related to employers' motivation and efforts to include people with disabilities in their workforces. These themes include: 1) Employer Attitudes; 2) Disability Employment Legislation; 3) Reasonable Accommodations; 4) Diversity and Inclusion Policies, Procedures and Practices; 5) Past Experiences with Hiring PWD; 6) Company Characteristics; and 7) Recruitment Strategies. Findings of this scoping review provide practical and useful information for rehabilitation counselors, transition specialists, and other disability service providers to engage and assist employers in their efforts to recruit and retain qualified employees with disabilities. Keywords: demand-side employment, recruitment, retention, people with disabilities, disability inclusion, and employer practices, According to the U.S. Census Bureau, approximately 56.7 million people (18.7%) of the civilian non-institutionalized population had a disability in 2010 (Brault, 2012). However, less than half of people with [...]

This research examined in-depth the employment experiences of autistic performing arts professionals and the attitudes and adjustments of performing arts employers. We interviewed 18 autistic performing arts professionals and 19 performing arts employers. Autistic performing arts professionals described facing challenges in the workplace. Some autistic professionals had access to support, but the majority felt that there was not enough available and highlighted many ways in which they could be better supported. Performing arts employers varied in their experiences of working with autistic people, many had limited knowledge about autism-specific support or relied on other professionals to provide it. These findings shed light on current unmet support needs of autistic performing arts professionals, and provide key recommendations for research and practice., Author(s): Eleanor Buckley [sup.1] , Elizabeth Pellicano [sup.2] , Anna Remington [sup.1] Author Affiliations: (1) grid.83440.3b, 0000000121901201, UCL Centre for Research in Autism and Education (CRAE), University College London, , [...]

Labor Secretary Alexander Acosta stated recently that the United States 'has more than six million open jobs, but some employers can't find workers with the skills to fill them.' Before [...]

THIS STUDY EXPLORES EMPLOYERS' anti-union strategies in the Niagara Peninsula from the mid-1940s to the mid-1960s in order to enhance our understanding of the nature of relations between labour and [...]

The importance of paid work experience while in high school as a significant predictor of post-school employment for youth with disabilities has been well documented. However, given the importance of available and willing employers to offer these work experiences, surprisingly little is known about how employers who work with these programs perceive the hiring process. For this study, employers who had recently hired a youth with a disability from the national multi-site Marriott Foundation Bridges from School-to-Work program were surveyed to determine: (a) what factors motivated them to hire the youth and (b) how those factors differed by respondent role and company size. Findings suggest that the employers' perceptions of the youth, including their preparedness for the interview, their professionalism, and the ability to perform on the job were the primary motivating factors in their decision to hire. In addition, the importance of the job developer as a facilitator of the job match was valued more highly by small and medium sized employers than by large companies. Employment specialists can use these findings to align their practices with the preferences of employers, ultimately leading to improved employment outcomes for individuals with disabilities., Employment outcomes for youth with disabilities transitioning from school to work have persistently lagged behind their non-disabled peers (Fogg & Harrington, 2010), with a 2013 report from the U.S. Department [...]

This study investigated vocational rehabilitation service providers' opinions about employer attitudes towards people who are visually impaired and what they had found to be the best techniques to encourage an employer to consider these people for employment. We found that rehabilitation counselors tended to have more negative perceptions of employers' attitudes toward hiring persons who are visually impaired than providers who identified themselves as business relations staff. Business relations staff were more likely to approach potential employers from a perspective that focused on employer needs and consumer abilities. Twelve themes of techniques to work with employers were identified and then further grouped into two broader categories: providing information and service delivery strategies., In almost any culture, the importance of employment to quality of life is recognized. Low levels of employment for people who are blind or have low vision (i.e., with a [...]

Byline: Meredith F. Burnett (1), Ian O. Williamson (2), Kathryn M. Bartol (3) Keywords: Extraversion; Conscientiousness; Extrinsic rewards; Intrinsic rewards; Intention to remain; Job satisfaction; Procedural fairness; Outcome favorability Abstract: Purpose The purpose of this study was to examine how personality moderates the interactive effect of procedural fairness perceptions and outcome favorability on employees' job attitudes. Design/Methodology/Approach Longitudinal data were collected from seniors enrolled at a mid-Atlantic university via questionnaires that were administered to students prior to graduation and after beginning their full-time jobs (n = 1,581). Findings Employees with high levels of conscientiousness report higher levels of job satisfaction when they perceive their work environment as having low levels of extrinsic rewards but high levels of procedural fairness. Employees with high levels of extraversion report greater intentions to remain when they perceive their work environment as having high levels of social rewards but low levels of procedural fairness. Implications Understanding that conscientious employees develop positive attitudes even in work settings where there are less than optimal levels of extrinsic rewards shows that even when organizations cannot provide high levels of pay or promotion opportunities, highly conscientious employees are likely to maintain positive perceptions of their work environments as long as practices are fair. In situations where the work context offers high levels of social support but some organizational procedures are viewed as unpopular, and as a result unfair, managers should focus on selecting applicants who score high on extraversion. Originality/Value This is one of the first studies to challenge an implicit assumption of prior research that employees view procedural fairness and outcome favorability as equally salient cues when attempting to make sense of their work environment. Author Affiliation: (1) Department of Management & International Business, College of Business Administration, Florida International University, 11200 S.W. 8th Street, Miami, FL, 33199, USA (2) Melbourne Business School, The University of Melbourne, 200 Leicester St, Carlton, VIC, 3053, Australia (3) Department of Management and Organization, Robert H. Smith School of Business, The University of Maryland, 2410 Van Munching Hall, College Park, MD, 20742-1815, USA Article History: Registration Date: 04/06/2009 Online Date: 20/06/2009 Article note: Received and reviewed by former editor, George Neuman.

The study presents a framework to determine black-white labor inequality with regard to factors, such as threat, urban decline assumptions and spatial mismatch. Findings show that black-white inequality is affected by job queues and that employers discriminate more against blacks in metropolitan statistical areas with more blacks workers.

Much of the debate over the underlying causes of discrimination centers on file rationality of employer decision making. Economic models of statistical discrimination emphasize the cognitive utility of group estimates as a means of dealing with the problems of uncertainty. Sociological and social-psychological models, by contrast, question the accuracy of group-level attributions. Although mean differences may exist between groups on productivity-related characteristics, these differences are often inflated in their application, leading to much larger differences in individual evaluations than would be warranted by actual group-level trait distributions. In this study, the authors examine the nature of employer attitudes about black and white workers and the extent to which these views are calibrated against their direct experiences with workers from each group. They use data from fifty-five in-depth interviews with hiring managers to explore employers' group-level attributions and their direct observations to develop a model of attitude formation and employer learning. Keywords: racial discrimination; employment; employer interviews; African Americans; stereotypes

The methods of assessing the fairness of supervisors and organizations among employees are explored. The organization's attributes, the affective state of employees, and social information are used by employees to assess the fairness of supervisors and organizations.

Time-use surveys are used from 1986 and 199 French data on the effect of off-scheduling on family time, including parents-child time, conjugal time and father- and mother-child time. Findings show that off-scheduling is an unintentional result of employers' economic interests that contributes negatively on family bonding.

This paper investigates the conditions under which frontline employees take initiative to improve their work systems to prevent operational failures. Drawing on the system improvement and team learning literatures, we [...]

The impact of clustered flow of workers on the structure of business and employer-employee relations is discussed.

Unemployment of individuals with disabilities has historically been, and remains, a significant problem. In this article we introduce the Consortium for Employment Success (CES) Model, a new strategy designed to increase collaboration among rehabilitation agencies (CES partners) to enhance employment opportunities for consumers. Most cooperation among rehabilitation agencies has operated at relatively low levels of operational collaboration. The CES model strives to produce a deeper level of collaboration by requiring CES partners to share employer development, job placement activities, and resources, thus becoming a collective resource for consumers and employers in the community. This article reviews literature related to collaboration, presents the conceptual framework of the CES model, and discusses some of the benefits and challenges in creating this type of collaboration., The data concerning the high unemployment of people with disabilities is stark and stubbornly consistent. People with disabilities have much higher unemployment rates then people without disabilities (Burkhanser & Houtenville, [...]

The dynamics of middle management intervention during postmerger processes have always been disastrous leading to implementation failure because the strategic intent is operationalized in the tension between groups of middle management driven by self-interests. To overcome this they need to make sense of the strategy, elaborate on detail of the content of strategy and always stay attuned to the employees' emotional needs.

A study on the impact of minimum wage laws on employers' attitude towards workers and change in wages is discussed.