Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

2020 ◽  
pp. 0734371X2094230
Author(s):  
Rashmi Chordiya
Keyword(s):  
Turnover Intentions ◽  
Negative Relationship ◽  
People With Disabilities ◽  
Intention To Leave ◽  
Federal Employees ◽  
Negative Attitudes ◽  
Diversity And Inclusion ◽  
Organizational Fairness ◽  
Employees With Disabilities ◽  
Key Factor

People with disabilities have experienced a long history of prejudice and disenfranchisement. Negative attitudes and stigmas continue to act as barriers to employment and career success of individuals with disabilities. However, diversity and inclusion of people with disabilities is an under-researched area in public administration. This study contributes to the literature by examining the turnover intentions of federal employees with disabilities as compared to employees without disabilities. In addition, this study investigates the moderating effects of inclusive organizational practices (i.e., organizational fairness, empowerment, openness, supportiveness, and cooperativeness) in lowering the turnover intentions of federal employees, and particularly, for employees with disabilities. Findings of this study indicate, as compared to employees without disabilities, the odds of demonstrating an intention to leave their current organization are significantly higher for employees with disabilities. While other inclusion practices did not have the expected effects, organizational fairness was found to be a key factor mitigating the negative relationship between employee’s disability status and turnover intentions.

scholarly journals The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan

2020 ◽  
Vol 12 (19) ◽  
pp. 8189
Author(s):  
Roselina Ahmad Saufi ◽  
Nur Naha Abu Mansor ◽  
Abdul Samad Kakar ◽  
Harcharanjit Singh
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Faculty Members ◽  
Future Research ◽  
Job Fit ◽  
Mediating Role

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals Turnover intentions, training and motivations among Australian union staff

2021 ◽  
pp. 0143831X2110172
Author(s):  
Nick Brander-Peetz ◽  
David Peetz ◽  
Paula Brough
Keyword(s):  
Online Survey ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Intention To Leave ◽  
Theory And Practice ◽  
Organisational Support ◽  
Intrinsic Motivations ◽  
Perceived Organisational Support ◽  
The Impact ◽  
Labour Market Mobility

Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

Assessing employers’ stigmatizing attitudes toward people with disabilities: A brief report

2021 ◽  
pp. 1-7
Author(s):  
Jill Bezyak ◽  
Kanako Iwanaga ◽  
Erin Moser ◽  
Fong Chan
Keyword(s):  
People With Disabilities ◽  
Assessment Tools ◽  
Negative Attitudes ◽  
Negative Stereotypes ◽  
Individuals With Disabilities ◽  
Marginalized Groups ◽  
Study Results ◽  
Stigmatizing Attitudes ◽  
Areas Of Concern ◽  
Unidimensional Structure

BACKGROUND: People with disabilities are one of the most marginalized groups in society, and having a disability significantly increases the likelihood of unemployment or underemployment. The reluctance to hire individuals with disabilities is significantly influenced by the longstanding, negative stereotypes of people with disabilities. OBJECTIVE: To better understand employers’ negative attitudes toward individuals with disabilities, assessment tools must properly capture factors contributing to this stigma. METHODS: The Employers’ Stigmatizing Attitudes toward People with Disabilities Scale (ESATPD) was validated in the current study. RESULTS: Results of the exploratory factor analysis indicate a strong, unidimensional structure of the scale accounting for 47.14% of the total variance with a sample. The single ESATPD factor was labeled employment stigma. In addition, higher levels of employers’ stigma were related to negative attitudes toward disability, decreased support of recruitment efforts, as well as decreased intentions of hiring people with disabilities. CONCLUSION: Results support the implementation of tailored interventions directed at specific areas of concern for employers and employees in hiring positions.

scholarly journals Public Attitudes Toward People With Intellectual Disabilities After Viewing Olympic or Paralympic Performance

2015 ◽  
Vol 32 (1) ◽  
pp. 19-33 ◽  
Author(s):  
Kate Ferrara ◽  
Jan Burns ◽  
Hayley Mills
Keyword(s):  
Intellectual Disabilities ◽  
Media Coverage ◽  
Public Attitudes ◽  
People With Disabilities ◽  
Term Effect ◽  
Attitudes Toward Disability ◽  
Short Term ◽  
Negative Attitudes ◽  
Positive Direction ◽  
People With Intellectual Disabilities

Despite some changes to the way that people with intellectual disabilities (ID) are viewed in society, negative attitudes prevail. One of the aspirations of the 2012 Paralympic games was to influence the public’s attitudes toward people with disabilities. The aim of this study was to investigate whether stimuli depicting people with ID performing at Paralympic level of competition change attitudes toward ID. A mixed randomized comparison design was employed comparing 2 groups: those who viewed Paralympic-level ID sport footage and information and those who viewed Olympic footage and information. One hundred fourteen students, mean age 25 yr, were administered measures of implicit (subconscious) attitudes toward disability and explicit (belief-based) attitudes toward ID. Implicit attitudes significantly changed in a positive direction for both groups. The findings provide evidence that both Paralympic (ID) and Olympic media coverage may have at least a short-term effect on attitudes toward people with disabilities.

scholarly journals The Effects of Perceived Usefulness and Perceived Ease of Use on Acceptance towards Office Assistance Application among Employers to Disabled Employees

2020 ◽  
Vol 6 (1) ◽  
pp. 107
Author(s):  
Nor Intan Adha Hafit ◽  
Nor Azairiah Fatimah Othman ◽  
Syezreen Dalina Rusdi ◽  
Nurul Salizawatee Mahpar ◽  
Mohd Fariq Izmeer Mat Sharie
Keyword(s):  
Technology Acceptance ◽  
People With Disabilities ◽  
Ease Of Use ◽  
Partial Least Square ◽  
Perceived Usefulness ◽  
Least Square ◽  
Perceived Ease Of Use ◽  
Employees With Disabilities ◽  
Disabled Employees ◽  
Disabled Workers

Employment among people with disabilities remains debatable. This paper investigates employers' points of view towards accepting technological assistance for employees with disabilities at the workplace. Specifically, this paper examines the effects of perceived usefulness and perceived ease of use on acceptance towards Office Assistance Application among employers to disabled employees. Acceptance towards any technology has been broadly tested using Davis' Technology Acceptance Model (TAM). To prove if that is the case or not for Office Assistance Applications within the context of employers to employees with disabilities, this research was undertaken to affirm the past research. Data was collected via online questionnaires from 35 employers to Micro Enterprises organization. 6 of surveyed employers were current employers to disabled workers, 18 employers affirmed interest to employ PWDs in the future with 9 employers asserted no interest to hire disabled workers. Data was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result showed two hypotheses were supported evidencing positive and significant relationship between perceived ease of use and perceived usefulness, and relationship between perceived usefulness and technology acceptance. Findings are useful for employers to improve functions of their disabled workers at the workplace along with increasing employment prospects for people with disabilities.

scholarly journals Influence of climate on radial growth of scots pine (Pinus Sylvestris L.) In different habitats of Meshchera lowland

2019 ◽  
pp. 67-77
Author(s):  
O. S. Zheleznova ◽  
S. A. Tobratov
Keyword(s):  
Pinus Sylvestris ◽  
Scots Pine ◽  
Radial Growth ◽  
Negative Relationship ◽  
East European Plain ◽  
Radial Increment ◽  
Low Contrast ◽  
Positive Correlation ◽  
East European ◽  
Key Factor

This paper is devoted to the patterns of radial growth of Scots pine (Pinus sylvestris L.) in various topoecological conditions of the Meshchera lowland (Ryazan region, the East European plain). The generalized tree-ring chronologies are constructed for 16 habitats differing in features of a relief of a day surface and a bedrock surface. Despite the relatively low-contrast relief of Meshchera, the average radial pine increment within the study area differs by 2.5 times (1.53.9 mm per year). The correlation and cluster analyses revealed that the key factor influencing the width of annual tree rings of pine is the amount of the available soil moisture. Its surplus (in wetlands) and deficiency (in conditions of sandy outliers) negatively affects the radial pine increment. It is established that in the waterlogged habitats positive correlation of the radial pine increment with temperature and negative with precipitation of autumn of the previous year is observed. The positive correlation of the radial increment with precipitation of autumn, May and with winter temperature is typical for a pine from arid habitats. The negative relationship between the pines growth and amount of precipitation and river discharge may occur with a lag of 14 years in conditions of wetlands. The positive relationship of the radial pine increment with the integral parameters of the current years moisture is more significant in conditions of relatively high hydrodynamics (for example, in conditions of sandy outliers).

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

The lifeways we avoid

2018 ◽  
Vol 74 (6) ◽  
pp. 1258-1273 ◽  
Author(s):  
Keren Dali
Keyword(s):  
Social Workers ◽  
Information Science ◽  
People With Disabilities ◽  
Selective Exposure ◽  
Faculty Members ◽  
Content Type ◽  
Information Avoidance ◽  
Employees With Disabilities ◽  
Creative Solutions ◽  
Types Of Information

Purpose In the context of increasing interdisciplinarity in academia and professional practice, the purpose of this paper is to focus on the contribution of information science (IS) to education and practice in social work (SW), specifically in the area of disabilities at the workplace. As a case in point, a work environment of academia and faculty members with disabilities and their managers are chosen. The paper also stands to improve interdisciplinary understanding between IS and SW. Design/methodology/approach Combining SW and IS perspectives and building off selective exposure, cognitive dissonance and uncertainty management theories, the paper looks at one of the root-causes of continuous workplace discrimination against and bullying of people with disabilities – information avoidance (IA). Findings The paper conceptualises discrimination and bullying as an inherently information problem, for which an SW solution could be proposed. Two types of information are noted to be avoided: information about disabilities and information about the effect of discrimination and bullying on employees with disabilities. The paper distinguishes between defensive and deliberate IA, each of which poses different challenges for social workers who are likely to intervene in the cases of bullying and discrimination in their capacity as workplace counsellors and advisors. Originality/value It is the first known paper that explores the intellectual and practice-based synergy between SW and IS in application to change-related interventions and preventative plans that counteract discrimination against people with disabilities at the workplace. It proposes creative solutions for intervention, including bibliotherapy. It also opens up a broader conversation on how critical the knowledge of IS is for social workers.

Global Diversity Management Programs and Strategies at CEVA Logistics

2012 ◽  
pp. 306-321 ◽  
Author(s):  
Hale Öner ◽  
Esra Kaya ◽  
Olca Surgevil ◽  
Mustafa Ozbilgin
Keyword(s):  
Human Capital ◽  
Continuous Improvement ◽  
Diversity Management ◽  
Mentoring Programs ◽  
Life Balance ◽  
Global Diversity ◽  
Diversity And Inclusion ◽  
Participation Of Women ◽  
Employees With Disabilities ◽  
Work And Life

The main Diversity and Inclusion activities of CEVA aim at increasing the participation of women at higher echelons of the management cadre, retaining diverse talent, and increasing the number of employees with disabilities. The diversity and integration understanding is the commitment to continuous improvement in every sub-region retaining the talented human capital with a focus on work and life balance initiatives and development by mentoring programs, network groups on the intranet, e-teams, and communities on gender and disability. Although diversity is integrated at CEVA at both the regional and global levels, the main motto in implementing the Diversity and Inclusion activities is “Think global, act local.”

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