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Drawing upon the functional account of emotions—the view that emotions can facilitate adaptive responses—I analyze how Javed Abidi harnessed moral anger to promote inclusion of persons with disabilities in India. The data comprise articles obtained from digital archives covering the period from 1993, when Abidi began his work, to 2018, when he passed away. Findings suggest that harnessing moral anger can facilitate social change through two mechanisms: disciplined collectivization wherein aggregated stakeholders can appraise injustice; and enabling collective enactment wherein they can redress injustice by choosing if, when, and how to effect change. Despite ongoing propriety breaches, moral anger can remain functional when stakeholders can balance their immersion across initiatives and can perceive change as a beneficial proxy for or an expansion of existing values. As such, the study contributes by drawing attention to the theoretical significance that a functional account has for expanding the literature on moral anger as it applies within the context of social change. [ABSTRACT FROM AUTHOR]

Although organizational social networks are known to influence career mobility, the specific direction of this influence is different for diverse employee groups. Diversity in organizational network research has been operationalized on various dimensions such as race and ethnicity, age, religion, education, occupation, and gender. Missing in this stream of research are application and implications of social networks as they influence career advancement of people with disabilities. The objective of this conceptual article is to outline how social network characteristics such as network density, multiplexity, cohesiveness, and homophily influence career advancement of individuals with a disability. The author concludes by proposing that human resource development professionals can engage in structured socialization programs, network audits, focused training, and the creation of an inclusive climate to ensure that social networks do not pose a deterrent to career advancement of minorities such as people with a disability.

Organizational experts have long touted the importance of delivering negative performance feedback in a manner that enhances employee receptivity to feedback, yet the broader impacts of constructive feedback have received relatively little attention. The present investigation explored the impact of constructive, critical feedback on organizational citizenship behavior (OCB) intentions and job satisfaction. A demographically diverse sample of 128 employees drawn from a variety of organizations completed a survey online. Employees whose supervisors used constructive feedback felt more respected by their supervisors and perceived greater opportunities for advancement within the organization. These variables, in turn, predicted better mood at work, greater job satisfaction, and stronger OCB intentions. The present findings highlight the importance of delivering performance feedback in a manner that emphasizes problematic behaviors over personal weaknesses and makes clear reference to standards and strategies for improvement. Implications for managerial training and human resource development are discussed.

This study explores how heterogeneous actors produce solidarities to address institutionalized infrastructural inequalities. We trace fifteen years over which diverse actors constructed community palliative care infrastructure in Kerala, India. We analyse how actors engaged in solidarity processes of recognizing interdependences, reconfiguring spaces and re-imagining accountability to challenge exclusionary institutions and construct inclusive infrastructure at different scales. We foreground solidarity-making as an indispensable yet under-theorized aspect of institutional research on inequalities. We inform solidarity studies by illustrating how solidarity-making pulsates infrastructures with diverse webs of relations and spatial configurations. Overall, we advance a generative engagement with heterogeneity in institutional analyses and discuss the implications of solidarity-making to address infrastructural inequalities. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]