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-sociomaterial00434nas a2200109 4500008004100000245005900041210005800100260002800158653001500186100002100201856010200222 2021 eng d00aCareer and work adaptation after deafness/hearing loss0 aCareer and work adaptation after deafnesshearing loss aNiagara Falls, NYc202110aManagement1 aBaldridge, David uhttps://dev.business.oregonstate.edu/biblio/career-and-work-adaptation-after-deafnesshearing-loss00567nas a2200145 4500008004100000245008800041210006900129260001800198653001500216100001300231700001300244700002100257700001400278856012900292 2021 eng d00aCoworker Incivility, Loneliness and Work Outcomes: Does Relational Identity Matter?0 aCoworker Incivility Loneliness and Work Outcomes Does Relational aVirtualc202110aManagement1 aZike, N.1 aYang, L.1 aBaldridge, David1 aLyons, B. uhttps://dev.business.oregonstate.edu/biblio/coworker-incivility-loneliness-and-work-outcomes-does-relational-identity-matter02055nas 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-success00479nas 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-loss00365nas a2200109 4500008004100000245003800041210003800079260001800117653001500135100002100150856008400171 2017 eng d00aCareer Success After Hearing Loss0 aCareer Success After Hearing Loss aWebinarc201710aManagement1 aBaldridge, David uhttps://dev.business.oregonstate.edu/biblio/career-success-after-hearing-loss-002254nas a2200157 4500008004100000245006700041210006500108260000900173520175900182653001501941100002101956700001901977700001601996700001502012856006902027 2017 eng d00aChildhood-onset disability, strong ties and employment quality0 aChildhoodonset disability strong ties and employment quality c20173 aPurpose

Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-onset disabilities.
Design/methodology/approach

Questioning the current theoretical consensus that strong social ties are unimportant to employment quality, the authors draw on disability research and opportunity, motivation and ability social capital theory to propose a model of the impact of strong ties with family and friends on paid-work-hours and skill-utilization as well as the potential moderating role of gender and disability severity. The authors then test this model using data from 1,380 people with childhood-onset disabilities and OLS regression analysis.
Findings

As theorized, family-of-origin-size is positively associated with hours worked. Family-of-origin-size is also associated with having more close friends and children. These strong ties, in turn, are positively associated with hours worked. The impact of having more children on hours worked and skill-utilization, however, is positive for men but non-significant for women.
Originality/value

This study breaks new ground by focusing on the association between strong ties with family and friends and employment quality for people with childhood-onset disabilities – a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities.10aManagement1 aBaldridge, David1 aKonrad, Alison1 aMoore, Mark1 aYang, Yang uhttps://www.emeraldinsight.com/doi/full/10.1108/EDI-11-2016-009300410nas a2200133 4500008004100000245003800041210003800079260002400117300001000141490000700151653001500158100002100173856008200194 2014 eng d00aCareer Success After Hearing Loss0 aCareer Success After Hearing Loss aBerthesda, MDc2014 a12-160 v3510aManagement1 aBaldridge, David uhttps://dev.business.oregonstate.edu/biblio/career-success-after-hearing-loss