This study investigated the effect of participation in a 14-day career redirection program on the reemployment, explanations for unemployment, and levels of depression and self-esteem of 44 unemployed adults who had recently become physically disabled. The career redirection program was delivered using an extended Solomon four-group design. The subjects’ explanations for their unemployment, and their levels of depression and self-esteem were measured on at least two of four possible occasions: (a) before participating in the program, (b) after completing the program, (c) after waiting to participate in the program, or (d) eight weeks after completing the program. The researcher contacted the subjects who completed the program after eight weeks to determine their employment status and to request the completion of the final questionnaire battery. A random sample of the subjects who finished the program were also interviewed in-depth to obtain detailed information about their experiences of: (a) becoming disabled, (b) being confronted with the need to change jobs as a result of their disabilities, and (c) participating in the career redirection program. All the incidents reported by the subjects that related to their emotional reactions to these three experiences were identified from transcripts of the interviews. Incidents describing similar reactions to components of these experiences were grouped into categories. Six stages were discerned from the analysis of the categories of emotional reactions. Taken together, these six stages described a career redirection process. The results of the study demonstrated the effectiveness of the treatment program in assisting the subjects through the career redirection process. Eight weeks after finishing the program, 60.5% of the subjects were involved in reemployment activities (11.6% working; 28% independent in job search; 20.9% taking training). Contrary to the researcher’s expectations, the subjects did not exhibit the effects of long-term unemployment documented in the literature, possibly because they.... / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

This study was designed to explore the implementation strategies and effectiveness of a sample of major employers from several small suburbs of Los Angeles, in Southern California, regarding the Americans with Disabilities Act.

No description available.

This study was the investigation of the effects of five factors related to hiring handicapped individuals. The five factors were psychological disability, physical disability, no disability, and a good or poor work record. The purpose of the study was to determine whether a relationship existed between perceived employment decisions and (a) applicant disability; (b) applicant work record; and (c) personnel managers' demographic characteristics. The population from which the sample was drawn consisted of personnel managers in personnel associations and educational administrators in the piedmont and eastern sections of North Carolina in June and July of 1983. The sample for the study consisted of 133 persons, stratified by size of company or institution. The personnel managers were randomly assigned to one of six experimental conditions in a 2 x 3 (levels of disability x levels of work record) factorial design. Each subject reviewed staged information on the job applicant prior to listening to a taped job interview of the applicant. After hearing the interview, managers rated the quality of the interview, using the Job Interview Rating Scale and stated the probability that they would hire the applicant on the Probability Of Hire Score. Factors affecting personnel managers' decisions to hire the handicapped were identified through a personnel managers' questionnaire. Higher ratings of the job interview and higher probability of hiring occurred when a positive work record was present. Applicants were less likely to be hired if they had a psychological disability. Ratings of job interviews were not affected by disability levels. There were no interactions between work records and disability status. "Ability to perform job" and "productivity" were ranked by the managers as the most influential among the 26 factors considered by personnel managers when making decisions to hire the handicapped. None of the demographic variables of personnel managers of age, sex, education and experience were significant in their relationship to hiring. Sex of the interviewer appeared to be the best predictor of interview rating. / Ed. D. / Vita. / Abstract. / Bibliography: leaves 94-106. / This dissertation may contain sensitive information and is therefore not available online.

This narrative inquiry explored the schooling and professional experiences of seven teachers who were labeled with learning disabilities, and how those experiences affected their career decisions, teaching strategies, as well as relationships with their students, families, and friends. Their stories also challenged the associated stigmas and societal beliefs about who can be a teacher. The methodology incorporated semi-structured interviews, classroom observations, field notes, and member checks to explore the teachers’ constructed meanings of their experiences and beliefs. This research was undergirded by Disability Studies in Education (DSE), along with the theory of complex embodiment. The purpose of incorporating these theoretical perspectives was to challenge normalizing dominant narratives and to advance the problematization and redefinition of disability as simply a matter of human variation. The findings highlighted three themes. They included: embracing the “Theory of Complex Embodiment”; residual emotions and feelings of (in)competence; and their decisions to disclose their learning disability labels, masquerade as a subjugated identity, or conceal their labels and pass. The participants also described the teaching strategies they utilized with their students and themselves. Following analysis, recommendations were made for both teachers labeled with learning disabilities and students enrolled in special education programs.

The purpose of this study was to examine the attitudes of destination marketing organization CEO's/Executive Directors towards the disabled. The study uses Wolfensberger's (1983) Social Role Valorization Theory as a basis for examining these attitudes. This theory proposes that when society gives value to the disabled person, then the society as a whole gains. First, the literature was reviewed to find out the relevant information about the disabled in the tourism industry. Second, Wolfensberger's Social Role Valorization Theory was assessed to see if his model actually worked. Third, a test was administered to see if individual attitudes would affect the hiring of disabled workers in destination marketing organizations. The findings showed that Wolfensberger's model of Social Role Valorization did not work within this group of individuals. The findings also showed that many of the destination marketing managers would not hire the disabled in their organizations due to the problem of the disabled having a "poor appearance" to their customers. The data suggested that the respondents were not fully forthcoming because of the issue of "political correctness" in the destination marketing organization. Because of this the issue was raised that it may be difficult in the future to do this kind of research dealing with issues of discrimination toward disabled persons. / Ph. D.

Thesis (MA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Until very recent people with disabilities in South Africa were an overlooked and under-utilised pool of labour. Disabled people have been denied the chance to participate in employment opportunities by becoming economically active and hence contributing towards the economy of the country. This is because employers were seldom or never exposed to the employment of disabled people in the open labour market. The result is that employers are uninformed about the benefits of recruiting disabled candidates. Since the establishment of a new democratic order in South Africa in 1994, new legislation that protects the rights of disabled people was implemented. The Constitution of the Republic of South Africa (No 108 of 1996), the Labour Relations Act (No 66 of 1995) and the Employment Equity Act (No 55 of 1998) for the first time proclaimed that it is unlawful to discriminate against people with disabilities. The Employment Equity Act (No 55 of 1998) encourages employers to employ persons from designated groups. These designated groups are black people, women and people with disabilities. To enable employers to successfully recruit disabled people in the open labour market, existing recruitment and selection procedures should be reviewed to remove any discriminatory elements. It is during the recruitment and selection process that the disabled applicant are either denied access to employment or not given a fair chance to compete for a position. Currently the Employment Equity Act (No 55 of 1998) only mentions the terms "people with disabilities" and "reasonable accommodation". This Act does not provide guidelines for employers on how to go about recruiting and employing disabled candidates. Therefore the aim of the study is to present practical guidelines regarding the employment of people with disabilities. These guidelines describe in a non-discriminatory manner the recruitment and selection process, such as reviewing job descriptions, the advertisement of positions, interpreting the disabled candidates' curriculum vitae and interviewing the disabled applicant. The idea of reasonable accommodation within the workplace highlights the use and benefits of assistive devices for disabled persons so that the essential functions of a job can be performed. Exploratory-descriptive research was done with the assistance of questionnaires as an instrument for data collection. To meet the aims of this study, an availability sample of 20 businesses (small, medium and large businesses) which also included government departments in the Cape Metropolitan area was selected. The opinions and attitudes of human resources staff and business owners concerning the recruitment of physically disabled people, persons with hearing impairments, persons with visual impairments and persons suffering from epilepsy, were determined. The research findings reflected and discussed in this study indicate that employers do not have recruitment and selection guidelines available to recruit persons with different disabilities successfully. Conclusions and recommendations are made regarding the knowledge and opinions of employers recruiting people with disabilities. The use of recruitment and selection guidelines will benefit both the employer and the disabled candidate. Such guidelines will enable employers to recruit disabled persons in a fair and consistent manner. / AFRIKAANSE OPSOMMING: Tot onlangs was persone met gestremdhede in Suid Afrika onderbenut in die arbeidsmag. Gestremde persone is verhoed om deel te neem aan werksgeleenthede en kon dus nie aktiewe bydraes lewer tot die ekonomie van die land nie. Die rede hiervoor is omdat werkgewers selde of nooit blootgestel is aan die indiensneming van gestremde persone in die ope arbeidsmark nie. Die gevolg is dat werkgewers onkundig en oningelig is oor die voordele wat die indiensneming van persone met gestremdhede bied. Sedert die ontstaan van 'n nuwe demokratiese bedeling in 1994, is nuwe wetgewing daargestel wat die regte van persone met gestremdhede beskerm. Die Konstitusie van die Republiek van Suid Afrika (Nr 108 van 1996), die nuwe Arbeidswet (Nr 66 van 1995) en die Gelyke Indiensnemingwet (Nr 55 van 1998) het vir die eerste keer verklaar dat dit onwettig is om te diskrimineer teen gestremde persone. Die Gelyke Indiensnemingswet (Nr 55 van 1995) moedig werkgewers aan om persone van agtergeblewe groepe in diens te neem. Hierdie agtergeblewe groepe sluit in swart persone, vroue en persone met gestremdhede. Om werkgewers in staat te stel om persone met gestremdhede suksesvol te werf, behoort huidige werwings- en keuringsprosedures hersien te word ten einde diskriminerende faktore te elirnineer. Dit is tydens die keuringsproses dat persone met gestremdhede of verhoed word, of die regverdige kans gegun word om te kompeteer vir 'n betrekking. Die Gelyke Indiensnemingswet (Nr 55 van 1998) noem slegs die terme "persone met gestremdhede" en "redelike voorsorg". Hierdie wet verskaf nie riglyne aan werkgewers oor hoe om werwing en keuring van persone met gestremdhede te behartig nie. Die doelwit van die studie is dus om praktiese riglyne aangaande aanstelling van persone met gestremdhede daar te stel. Hierdie riglyne beskryf die wyse van werwing en keuring op 'n niediskriminerende wyse, soos die hersiening van posbeskrywings, advertensies van betrekkings, die interpretering van gestremde persone se curriculum vitae en die voer van onderhoude met gestremde applikante. Redelike voorsorg beklemtoon die gebruik en voordele van hulpmiddels vir persone met gestremdhede sodat die essensiele werksfunksies verrig kan word. Verkennende beskrywende navorsing is gedoen met behulp van vraelyste om inligting te bekom. Vir die doelwitte van hierdie studie is 'n beskikbaarheidsmonster van 20 besighede (klein, medium en groot besighede), wat regeringsdepartemente ingesluit het in die Kaapse Metropolitaanse gebied gekies. Die menings en opinies van menslike hulpbronne personeel, en besigheidseienaars rakende die werwing van persone met fisiese gestremdhede, persone met gehoorgestremdhede, persone met gesigsgestremdhede asook persone wat aan epilepsie Iy, is vasgestel. Die navorsingresultate van hierdie studie dui aan dat werkgewers tans nie werwings- en keuringsriglyne benut wanneer persone met gestremdhede in diens geneem word nie. Gevolgtrekkings en aanbevelings oor die menings van werkgewers rakende die werwing van gestremde persone, is gemaak. Die gebruik van werwings en keuringsriglyne behoort beide die werkgewer en die gestremde kandidaat te bevoordeel. Hierdie riglyne sal werkgewers in staat stel om persone met gestremdhede op 'n regverdige en eenvormige wyse aan te stel.

by Yeung Hung Cheng. / Thesis (Ph.D.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leaves [89-128, 3rd gp.]). / Abstract / Dedication / Declaration / Acknowledgements / Table of Contents --- p.i / List of Illustrations --- p.v / Chapter 1.1 --- The Global Change --- p.2 / Chapter 1.2 --- Occupational Injuries and Disability --- p.4 / Chapter 1.3 --- The Prevalence of Hand Injuries --- p.10 / Chapter 1.4 --- The Importance of the Hand --- p.13 / Chapter 1.5 --- Socio-Cultural Considerations --- p.16 / Chapter 1.6 --- Focus of the Thesis --- p.19 / Chapter Chapter2 --- Physical Disability and Rehabilitation: A Literature Review --- p.23 / Chapter 2.1 --- Introduction --- p.23 / Chapter 2.2 --- Disability: From Bio-Medical to Social Definition --- p.25 / Chapter 2.3 --- "Disabled Role: A Long Term Version of the 'Sick Role," --- p.36 / Chapter 2.4 --- Disability as a Loss and Biographical Disruption --- p.39 / Chapter 2.5 --- Disability as Social Deviance --- p.45 / Chapter 2.5.1 --- To what extent is the life of persons with disabilities negatively affected by the label? --- p.46 / Chapter 2.5.2 --- What are the effects of stigmatisation on the stigmatised? --- p.48 / Chapter 2.5.3 --- To what extent does the disability affect the interaction between persons with and without disabilities? --- p.53 / Chapter 2.5.4 --- Can disabled persons be seen as a minority? --- p.57 / Chapter 2.6 --- Disability in the Family Context --- p.60 / Chapter 2.7 --- Coming Back --- p.67 / Chapter 2.8 --- Rehabilitation: An Integrative Process --- p.74 / Chapter 2.9 --- Disability in a Chinese Cultural Context --- p.82 / Chapter 2.10 --- Summary --- p.88 / Chapter Chapter3 --- Method of Inquiry --- p.93 / Chapter 3.1 --- Outlining the Chapter --- p.93 / Chapter 3.2 --- Paradigms of Social Inquiry --- p.95 / Chapter 3.3 --- The Interactionist Approach and Its Significance in Studying Illness and Disability --- p.93 / Chapter 3.3.1 --- Social interaction and meaning construction --- p.100 / Chapter 3.3.2 --- Illness and disability: A 'career' perspective --- p.102 / Chapter 3.4 --- Objectives of the Study --- p.104 / Chapter 3.4.1 --- Overall objective --- p.104 / Chapter 3.4.2 --- Specific objectives --- p.105 / Chapter 3.5 --- Sampling --- p.105 / Chapter 3.5.1 --- Sampling procedure and field work --- p.107 / Chapter 3.5.2 --- Basic characteristics of the subjects --- p.109 / Chapter 3.6 --- The Interview --- p.112 / Chapter 3.7 --- Methodological Issues --- p.113 / Chapter 3.7.1 --- Contact with subjects --- p.114 / Chapter 3.7.2 --- Conducting the interview --- p.116 / Chapter 3.7.3 --- Tape transcribing --- p.118 / Chapter 3.7.4 --- Limitations --- p.119 / Chapter 3.8 --- Summary --- p.122 / Chapter Chapter4 --- Research Findings --- p.124 / Chapter 4.1 --- Introduction --- p.124 / Chapter 4.2 --- Particulars of Respondents --- p.125 / Chapter 4.3 --- The Injury: A Disabled Worker's Reconstruction --- p.128 / Chapter 4.3.1 --- Perceived causes of injury --- p.128 / Chapter 4.3.2 --- Views on workmen's compensation --- p.137 / Chapter 4.3.3 --- Action taken against the employer --- p.140 / Chapter 4.4 --- Meaning of Disability --- p.144 / Chapter 4.4.1 --- Perception of loss and disruption in the life course --- p.145 / Chapter 4.4.2 --- Effect of being labelled as disabled --- p.151 / Chapter 4.4.3 --- ´بNormalisation´ة --- p.163 / Chapter 4.4.4 --- Effect of disability on social activities --- p.174 / Chapter 4.4.5 --- Transcendence --- p.179 / Chapter 4.5 --- Returning to the World of Work --- p.182 / Chapter 4.5.1 --- Strugglers --- p.183 / Chapter 4.5.2 --- Survivors --- p.188 / Chapter 4.5.3 --- Achievers --- p.194 / Chapter 4.5.4 --- Job-leavers --- p.199 / Chapter 4.5.5 --- Summary --- p.202 / Chapter 4.6 --- Disablement and Coming Back: Responses and Support of Family and Others --- p.204 / Chapter 4.6.1 --- Role changes in family --- p.205 / Chapter 4.6.2 --- Family break-up --- p.207 / Chapter 4.6.3 --- Support from expressive primary networks --- p.208 / Chapter 4.6.4 --- Support from instrumental primary networks --- p.212 / Chapter 4.6.5 --- Marriage as a source of support --- p.214 / Chapter 4.6.6 --- Reciprocity in support giving --- p.216 / Chapter 4.6.7 --- Conflict due to giving or withdrawing support --- p.216 / Chapter 4.6.8 --- Support from the work place --- p.219 / Chapter 4.6.9 --- Formal support --- p.222 / Chapter Chapter5 --- Discussion --- p.230 / Chapter 5.1 --- The Injury: A Disabled Worker's Reconstruction --- p.230 / Chapter 5.1.1 --- Perceived causes of injury --- p.231 / Chapter 5.1.2 --- Workmen's compensation --- p.239 / Chapter 5.1.3 --- Action taken against the employer --- p.242 / Chapter 5.1.4 --- Conclusion --- p.244 / Chapter 5.2 --- Meaning of Disability --- p.247 / Chapter 5.2.1 --- Loss and disruption in the life course --- p.248 / Chapter 5.2.2 --- Effect of being labelled as disabled --- p.254 / Chapter 5.2.3 --- Normalisation' --- p.264 / Chapter 5.2.4 --- Effect of disability on social activities --- p.269 / Chapter 5.2.5 --- Transcendence --- p.271 / Chapter 5.2.6 --- Conclusion --- p.274 / Chapter 5.3 --- Returning to the World of Work --- p.279 / Chapter 5.3.1 --- Overt discrimination in looking for jobs --- p.288 / Chapter 5.3.2 --- Donkey jobs --- p.290 / Chapter 5.3.3 --- Hard-working-no-complaint' syndrome --- p.291 / Chapter 5.3.4 --- Conclusion --- p.292 / Chapter 5.4 --- Disablement and Coming Back: Responses and Support of Family and Others --- p.294 / Chapter 5.4.1 --- Role changes and family break-up --- p.294 / Chapter 5.4.2 --- Social support and network systems: Its role and limitations --- p.299 / Chapter 5.4.3 --- Emotional expressiveness and Chineseness --- p.305 / Chapter 5.4.4 --- Support from the work place --- p.308 / Chapter 5.4.5 --- Formal support seeking --- p.310 / Chapter 5.4.6 --- Conclusion --- p.318 / Chapter Chapter6 --- Conclusion / Chapter 6.1 --- Stages in the Disabled Career of Hand-Injured-Workers and Factors Modifying the Career Process --- p.323 / Chapter 6.2 --- Understanding Rehabilitation in Social Context --- p.334 / Chapter 6.3 --- A Social Agenda for Workmen's Compensation and Disablement in Society --- p.337 / Chapter 6.4 --- Limitations and Generalisability of the Study --- p.341 / Chapter 6.5 --- Research Direction --- p.344 / Appendices / References / References in Chinese

by Leung Kwok-fai. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 104-108). / Chapter 1. --- TITLE --- p.1 / Chapter 2. --- INTRODUCTION & LITERATURE REVIEW --- p.2 / Chapter 2.1 --- Definition of occupational injury victims in Hong Kong --- p.2 / Chapter 2.2 --- Size of the problem in Hong Kong --- p.3 / Chapter 2.3 --- Usual Events After Occupational Injuries --- p.4 / Chapter 2.4 --- Assessment of Loss of Earning Capacity / Permanent Incapacity --- p.6 / Chapter 2.5 --- Vocational outcomes of occupational accident victims --- p.8 / Chapter 2.6 --- Factors affecting vocational outcomes of occupational injury victims --- p.11 / Chapter 3. --- "SCOPE, OBJECTIVES AND HYPOTHESES" --- p.24 / Chapter 3.1 --- Scope of the present study --- p.24 / Chapter 3.2 --- Objectives of the present study --- p.25 / Chapter 3.3 --- Hypotheses to be tested --- p.26 / Chapter 4. --- METHODS --- p.27 / Chapter 4.1 --- Study design --- p.27 / Chapter 4.2 --- Subjects --- p.27 / Chapter 4.3 --- Sampling --- p.29 / Chapter 4.4 --- Operational Definitions and Assumptions of Data to be collected --- p.33 / Chapter 4.5 --- Data collection Instruments --- p.39 / Chapter 4.6 --- Statistical Analysis --- p.41 / Chapter 5. --- RESULTS --- p.48 / Chapter 5.1 --- Descriptive statistics of the study sample --- p.48 / Chapter 5.2 --- Descriptive statistics of unemployed workers --- p.57 / Chapter 5.3 --- Descriptive statistics of lost of contact cases --- p.59 / Chapter 5.4 --- Factors affecting post-injury employment status --- p.61 / Chapter 5.5 --- Factors affecting loss of earning --- p.70 / Chapter 5.6 --- Summary of statistical analysis --- p.84 / Chapter 6. --- DISCUSSION --- p.87 / Chapter 6.1 --- Vocational outcomes of Occupational Accident victims --- p.87 / Chapter 6.2 --- Hierarchical relationship of unemployment and loss of earning --- p.87 / Chapter 6.3 --- Motor co-ordination and strength factors affecting vocational outcomes --- p.88 / Chapter 6.4 --- The risk factors for adverse vocational outcomes --- p.89 / Chapter 6.5 --- Limitations of the study --- p.95 / Chapter 7. --- RECOMMENDATIONS --- p.100 / Chapter 7.1 --- Application to rehabilitation service --- p.100 / Chapter 7.2 --- Application to employee compensation system --- p.101 / Chapter 8. --- CONCLUSION --- p.103 / REFERENCE LIST / Appendices --- p.1-10

The purpose of this study is to examine if in the accommodation situation, coworkers are likely to use the need rule when determining whether an accommodation is warranted or not, and if they do, if using the need rule is likely to result in more positive justice judgments.