02989nas a2200169 4500008004100000245010600041210006900147260005100216300001200267490000700279520231800286653001502604100002002619700002102639700001902660856014002679 2023 eng d00aConceptualizing disability accommodation device acceptance by workgroups through a sociomaterial lens0 aConceptualizing disability accommodation device acceptance by wo aHoward House Wagon Lane Bingley BD16 1WAc2023 a285-2990 v423 aPurpose. Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.

Design/methodology/approach. The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).

Findings. Entrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.

Originality/value. First, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.10aManagement1 aKulkarni, Mukta1 aBaldridge, David1 aSwift, Michele uhttps://dev.business.oregonstate.edu/biblio/conceptualizing-disability-accommodation-device-acceptance-workgroups-through-sociomaterial02557nas a2200157 4500008004100000245009500041210006900136260001800205520196400223653001502187100001502202700002002217700002102237700001902258856012202277 2022 eng d00aEarnings of Persons with Disabilities: Who Earns More (Less) from Entrepreneurial Pursuit?0 aEarnings of Persons with Disabilities Who Earns More Less from E aBingleyc20223 aEarnings of Persons with Disabilities:
Who Earns More (Less) from Entrepreneurial Pursuit?
Abstract. Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.
Methodology. We draw on social cognitive career theory (SCCT) and disability employment and entrepreneurship literatures to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. We then conduct analyses on the nationally representative sample of Canadian Survey on Disability including all PWD engaged in entrepreneurial pursuit and match each to an organizationally employed counterpart of the same gender and race, and of similar age and disability severity (n ≈ 810).
Findings. Entrepreneurial pursuit has a stronger negative association with earnings of PWD who experience earlier disability onset ages, who report more unmet accommodation needs, and who are female.
Originality. First, this study applies SCCT to help bridge literatures on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend understanding of entrepreneurial earnings among PWD by examining understudied disability and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.
Keywords. disabilities, social cognitive career theory (SCCT), entrepreneurial pursuit, onset age, accommodation, disability origin10aManagement1 aYang, Yang1 aKulkarni, Mukta1 aBaldridge, David1 aKonrad, Alison uhttps://dev.business.oregonstate.edu/biblio/earnings-persons-disabilities-who-earns-more-less-entrepreneurial-pursuit00468nas a2200121 4500008004100000245006600041210006500107260000900172653001500181100002100196700002000217856010900237 2021 eng d00aHow do people continue successful careers after hearing loss?0 aHow do people continue successful careers after hearing loss c202110aManagement1 aBaldridge, David1 aKulkarni, Mukta uhttps://dev.business.oregonstate.edu/biblio/how-do-people-continue-successful-careers-after-hearing-loss00473nas a2200121 4500008004100000245006400041210006300105260002300168653001500191100002100206700002000227856010400247 2020 eng d00aBroadening our Sight: New Directions in Disability Research0 aBroadening our Sight New Directions in Disability Research aVancouver BCc202010aManagement1 aBaldridge, David1 aKulkarni, Mukta uhttps://dev.business.oregonstate.edu/biblio/broadening-our-sight-new-directions-disability-research02055nas a2200145 4500008004100000245006700041210006600108260001700174520153800191653001501729100002001744700001701764700002101781856010701802 2020 eng d00aChapter 12: Breaking Barriers by Patterning Employment Success0 aChapter 12 Breaking Barriers by Patterning Employment Success aLondonc20203 aThe National Technical Institute for the Deaf (NTID), one of nine colleges at Rochester Institute of Technology (RIT, United States), is the first and largest technological college in the world for students who are deaf or hard of hearing (DHH) with cutting edge programs aimed at increasing the employability of DHH persons, and at enhancing readiness of employers to utilize this talent. In 1968, with a pilot group of 70 deaf students at RIT, NTID’s ‘grand experiment’ was the first attempt within the United States to bring large numbers of deaf students into a hearing college environment, to help them earn college degrees, gain successful employment, and become productive community members (Lang and Connor, 2001). As of 2017, NTID boasts an alumni body of more than 8,000 and an active enrollment of 1,413 students across NTID’s and RIT’s Associate, Bachelors, and Graduate programs (integrated with RIT). NTID students have a higher persistence and graduation rate as compared with the national rates for all students, hearing and otherwise, at two-year and four-year colleges (NTID Annual Report, 2015). NTID boasts an employment rate of 94 per cent among its graduates and Associate degree graduates earn 95 per cent more than DHH graduates from other post-secondary institutions, while Bachelor's degree graduates earn 178 per cent more when compared similarly (NTID by the Numbers, 2017). Overall, NTID has become an international model for educating and preparing DHH students for technology-related careers.10aManagement1 aKulkarni, Mukta1 aAtkins, Scot1 aBaldridge, David uhttps://dev.business.oregonstate.edu/biblio/chapter-12-breaking-barriers-patterning-employment-success01747nas a2200181 4500008004100000245010800041210006900149260000900218300001000227490000600237520117300243653001501416100002101431700002001452700002101472700002101493856005101514 2019 eng d00aDisability, Gender and Race: Does Educational Attainment Reduce Earning Disparity for All or Just Some?0 aDisability Gender and Race Does Educational Attainment Reduce Ea c2019 a90-990 v53 aWhile interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015. Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find evidence that they are less likely to convert educational gains for master’s and higher degrees into earning gains, and consistent with theories on multiple sources of discrimination, we find that women with disabilities may be doubly disadvantaged. These results, however, are mixed and complex. Considering the importance of harnessing diverse talent in organizations, we outline implications for research and practice toward reducing workplace discrimination.10aManagement1 aBaldridge, David1 aKulkarni, Mukta1 aEugster, Beatrix1 aDirmyer, Richard uhttps://scholarworks.bgsu.edu/pad/vol5/iss2/1102075nas a2200169 4500008004100000245009600041210006900137260000900206520145800215653001501673100001601688700002101704700001901725700002001744700002201764856011901786 2019 eng d00aOn the treatment of people with disabilities in organizations: A review and research agenda0 atreatment of people with disabilities in organizations A review  c20193 aHuman resource practitioners have 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 (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.10aManagement1 aBeatty, Joy1 aBaldridge, David1 aBöhm, Stephan1 aKulkarni, Mukta1 aColella, Adrienna uhttps://dev.business.oregonstate.edu/biblio/treatment-people-disabilities-organizations-review-and-research-agenda00479nas a2200121 4500008004100000245006500041210006500106260002100171653001500192100002100207700002000228856010900248 2017 eng d00aCareer Adaptation and Success after Adult Onset Hearing Loss0 aCareer Adaptation and Success after Adult Onset Hearing Loss aAtlanta GAc201710aManagement1 aBaldridge, David1 aKulkarni, Mukta uhttps://dev.business.oregonstate.edu/biblio/career-adaptation-and-success-after-adult-onset-hearing-loss01536nas a2200133 4500008004100000245005700041210005300098260000900151520112100160653001501281100002101296700002001317856006501337 2017 eng d00aThe Shaping of Sustainable Careers Post Hearing Loss0 aShaping of Sustainable Careers Post Hearing Loss c20173 aThrough 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 ‘who am I?’ and ‘am I still successful?’ This included redefining themselves – e.g. I am now both a person with a disability (disability identity) and a successful professional (professional identity) – 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.10aManagement1 aBaldridge, David1 aKulkarni, Mukta uhttp://journals.sagepub.com/doi/abs/10.1177/001872671668738800446nas a2200121 4500008004100000245005700041210005300098260002100151653001500172100002100187700002000208856009600228 2017 eng d00aTHE SHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS0 aSHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS aOrlando FLc201710aManagement1 aBaldridge, David1 aKulkarni, Mukta uhttps://dev.business.oregonstate.edu/biblio/shaping-sustainable-careers-post-hearing-loss-001447nas a2200169 4500008004100000245003200041210003000073260001900103520097900122653001501101100002101116700001601137700001901153700002001172700001601192856006901208 2015 eng d00aPersons with (dis)Abilities0 aPersons with disAbilities aNew Yorkc20153 aThis chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word “disability” and the related term “persons with disabilities.” It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter’s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies.10aManagement1 aBaldridge, David1 aBeatty, Joy1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark uhttps://dev.business.oregonstate.edu/biblio/persons-disabilities00649nas a2200157 4500008004100000245010200041210006900143260003700212653001500249100002100264700001900285700001900304700002000323700001600343856013200359 2014 eng d00aAdvancing Research on Discrimination: The Contextual Meanings and Effects of the Word "Disability0 aAdvancing Research on Discrimination The Contextual Meanings and aPhiladelphia, Pennsylvaniac201410aManagement1 aBaldridge, David1 aBeatty, Joy, E1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark uhttps://dev.business.oregonstate.edu/biblio/advancing-research-discrimination-contextual-meanings-and-effects-word-disability-0