@article {1976066,
	title = {Thirty Years of the ADA: Current State and Way Forward},
	year = {2021},
	month = {2021},
	address = {Vitual},
	keywords = {Management},
	author = {Bonaccio,S. and Fisher,S. and Baldridge,David and Chandler,M. and Davis,C. and D{\textquoteright}Mello,S. and Kulkarni,M. and Ryan,Ryan and Samosh,D.}
}
@article {1968596,
	title = {On the treatment of people with disabilities in organizations: A review and research agenda},
	journal = {Human Resource Management (US)},
	year = {2019},
	month = {2019},
	abstract = {Human resource practitioners have a crucial role in promoting equitable treatment of persons with disabilities, and practitioner{\textquoteright}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{\textquoteright}s (1996) 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: (1) implicit definitions of workplace treatment, (2) neglect of national context variation, (3) missing differentiation between disability populations, (4) over-reliance on available data sets, (5) predominance of single-source, cross-sectional data (6) neglect of individual differences and identities in the presence of disability, and (7) 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.},
	keywords = {Management},
	author = {Beatty,Joy and Baldridge,David and B{\"o}hm,Stephan and Kulkarni,Mukta and Colella,Adrienna}
}
@article {1976121,
	title = {Toward Greater Understanding of the relationship between Organizational Contribution and Relative Subjective Age for Employees with Health Restrictions},
	year = {2016},
	month = {2016},
	address = {Anaheim, CA},
	keywords = {Management},
	author = {B{\"o}hm,Stephan and Bourorvoi,Kirill and Baldridge,David}
}
@article {1968641,
	title = {Toward Greater Understanding of the Pernicious Effects of Workplace Envy},
	journal = {International Journal of Human Resource Management},
	year = {2014},
	month = {2014},
	abstract = {Despite the fact that envy has been widely viewed as the most pernicious and organizational dysfunctional workplace emotion, research has ignored envy{\textquoteright}s longer-term, chronic consequences. This oversight can largely be attributed to over reliance on the relatively static affective events framework that does not account for how envy-eliciting events can threaten an individual{\textquoteright}s social standing or trigger emotional schema from previous events. Hence, we propose an extension of this framework in order to address these shortcomings and in order to more fully account for the cumulative effects of prior envy-eliciting events. In particular, by integrating insights from social comparison and emotional schema theories into the current framework, we offer a deeper, more fine-grained explanation for the accumulation of envious feelings and their longer-term, chronic consequences. We believe that these additional insights will offer a perspective, both for researchers and practitioners alike, into how envy-eliciting events can result in more malicious and chronic, dysfunctional outcomes over time. Future research and managerial implications are discussed.},
	keywords = {Management},
	author = {Veiga,John F and Baldridge,David and Markoczy,Livia}
}
@article {1976191,
	title = {Toward An Understanding Of Issue Selling By Successor Generation Members In Family Firms},
	year = {2010},
	month = {2010},
	address = {Cancun, Mexico},
	keywords = {Management, Strategy \& Entrepreneurship},
	author = {Ling,Yan and Baldridge,David and Craig,Justin}
}
@article {1976186,
	title = {Toward Greater Understanding Of The Impact Of Receiving Accommodation On A Disabled Employee{\textquoteright}s Team-Member Exchange Relationships},
	year = {2010},
	month = {2010},
	address = {Montreal},
	keywords = {Management},
	author = {Baldridge,David and Swift,Michele}
}
@article {1976196,
	title = {Toward A Model Of Issue Selling By Successor Generation In Family Firms},
	year = {2008},
	month = {2008},
	address = {Anaheim, CA},
	keywords = {Management, Strategy \& Entrepreneurship},
	author = {Yan,Ling and Baldridge,David and Craig,Justin}
}
@article {1976201,
	title = {Toward a Model of Issue Selling in Family Firms},
	year = {2008},
	month = {2008},
	address = {Alberta, CAN},
	keywords = {Management, Strategy \& Entrepreneurship},
	author = {Ling,Yan and Baldridge,David and Craig,Justin}
}
@article {1976216,
	title = {Toward Greater Understanding of the Impact of Disabilities on Workplace Isolation \& Career Outcomes.},
	year = {2006},
	month = {2006},
	address = {Atlanta},
	keywords = {Management},
	author = {Baldridge,David and Veiga,John F}
}
@article {1968676,
	title = {Toward a model of issue-selling by subsidiary managers in multinational organizations},
	journal = {Journal of International Business Studies},
	volume = {36},
	year = {2005},
	month = {2005},
	pages = {637-654},
	abstract = {In multinational organizations, local market responsiveness is critical to the development of effective strategies. This responsiveness is expected to occur in part as the result of upward influence from local subsidiary managers, who represent the local culture and shift relevant priorities accordingly. Issue-selling {\textquotedblright} defined as directing top management{\textquoteright}s attention to particular issues and helping them understand such issues {\textquotedblright} is one important way in which subsidiary managers pursue upward influence. The purpose of this paper is to help multinational organizations better facilitate and exploit potentially valuable input from local subsidiary managers. To do so, we propose an acculturated view of issue-selling. More specifically, we argue that subsidiary managers socialized by different national cultures vary: (1) in the extent to which their intention to sell issues is influenced by various contextual cues; and (2) in their choice of selling strategies. These theoretical differences suggest that local subsidiary managers from different cultures will differ in the way they approach issue-selling and, in turn, in the way they influence the strategy-making process. The discussion traces the implications of this line of reasoning for future research on the influence of local subsidiary managers and, more generally, for research on the cultural embeddedness of the strategy process.},
	keywords = {Management},
	author = {Ling,Y. and Floyd,S. W. and Baldridge,David}
}
@article {1976221,
	title = {Toward a Model of Nonverbal Cues and Emotion in Email},
	year = {2005},
	month = {2005},
	address = {Briarcliff Manor, NY},
	keywords = {Management},
	author = {Baldridge,David}
}
@article {1968686,
	title = {Toward modeling the predictors of managerial career success: does gender matter?},
	journal = {Journal of Managerial Psychology},
	volume = {19},
	year = {2004},
	month = {2004},
	pages = {360-385},
	abstract = {Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career-related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman{\textquoteright}s sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.},
	keywords = {Management},
	author = {Eddleston,K. A. and Baldridge,David and Veiga,J. F.}
}
@article {1968691,
	title = {Toward understanding employee reluctance to participate in family-friendly programs},
	journal = {Human Resource Management Review},
	volume = {14},
	year = {2004},
	month = {2004},
	pages = {337-351},
	abstract = {Despite the fact that many organizations have implemented family-friendly programs to meet the needs of today{\textquoteright}s diverse workforce, employees have been reluctant to use them. Drawing on the theories of planned behavior, help-seeking, and distributive justice, we propose a framework that focuses initially on the more proximal factors that influence an employee{\textquoteright}s likelihood of participating in such programs. We then examine the role of organization-based situational characteristics in shaping both personal and normative assessments and describe the implications of our framework for researchers and practitioners.},
	keywords = {Management},
	author = {Veiga,J. F. and Baldridge,David and Eddleston,K. A.}
}
@article {1968696,
	title = {Toward greater understanding of the willingness to request an accommodation: Can requesters{\textquoteright} beliefs disable the ADA?},
	journal = {Academy of Management Review},
	volume = {26},
	year = {2001},
	month = {2001},
	pages = {85-99},
	keywords = {Management},
	author = {Baldridge,David and Veiga,J. F.}
}
