@article {1985081,
	title = {Supervisor incivility and counterproductive work behaviors: Does employee disability age of onset matter?},
	year = {2023},
	month = {2023},
	address = {Miami FL},
	keywords = {Management},
	author = {Wolburg,F and Taylor,MR and Yang,LQ and Baldridge,David and Lyons,B}
}
@article {1968626,
	title = {The Shaping of Sustainable Careers Post Hearing Loss},
	journal = {Human Relations},
	year = {2017},
	month = {2017},
	abstract = {Through this interview-based study with 40 respondents in the United States we have outlined enablers of career transitions and sustainable careers for professionals who have experienced severe hearing loss as adults. To sustain careers after adult onset disability, respondents engaged in a quest for meaning and big picture answers to {\textquoteleft}who am I?{\textquoteright} and {\textquoteleft}am I still successful?{\textquoteright} This included redefining themselves {\textendash} e.g. I am now both a person with a disability (disability identity) and a successful professional (professional identity) {\textendash} and career success (e.g. now I care about service to society as much as I care about material artifacts). Respondents also adopted new work roles where disability was a key to success (e.g. becoming an equal employment officer) and utilized social networks to continue being successful. Such redefining of work and networks supported the aforesaid quest for meaning and big picture answers. Findings not only indicate how individuals experience career success after a life-changing event but also help defamiliarize extant notions of ableism in workplace contexts.},
	keywords = {Management},
	url = {http://journals.sagepub.com/doi/abs/10.1177/0018726716687388},
	author = {Baldridge,David and Kulkarni,Mukta}
}
@article {1976106,
	title = {THE SHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS},
	year = {2017},
	month = {2017},
	address = {Orlando FL},
	keywords = {Management},
	author = {Baldridge,David and Kulkarni,Mukta}
}
@article {1968666,
	title = {Saying "no" to being uprooted: The impact of family and gender on willingness to relocate},
	journal = {Journal of Occupational and Organizational Psychology},
	volume = {79},
	year = {2006},
	month = {2006},
	pages = {131-149},
	abstract = {Although career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age ({\textpm} 5 years), yet differed in gender {\textquotedblright} resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse{\textquoteright}s contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse{\textquoteright}s and children{\textquoteright}s community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender {\textquotedblright} that is, women managers are less willing to relocate {\textquotedblright} we also found that gender interacts with family attributes to further dampen a woman{\textquoteright}s willingness to relocate.},
	keywords = {Management},
	author = {Baldridge,David and Eddleston,K. A. and Veiga,J. F.}
}
