Accommodation in the workplace

Jeanette N. Cleveland

doi:10.1016/S1053-4822(97)90006-1

1997-03-01

PRE

Jeanette N. Cleveland *

Janet L. Barnes-Farrell

Joan M. Ratz

DOI：10.1016/S1053-4822(97)90006-1

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摘要

En 中文

With the passage of the Americans with Disabilities Act, employers are now required to provide reasonable accommodations for qualified individuals with disabilities, Although the practice of accommodating applicants or employees is not new, accommodation for disabled individuals has shifted the thinking about accommodation and our perceptions and reactions to such practices. In this article, four major factors that contribute to workplace reactions to accommodation are discussed: (1) rationale for the accommodation, (2) the nature of the accommodation, (3) whether the accommodation is organization, employee or jointly initiated, and (4) the characteristics of the target or person being accommodated. A general framework is presented depicting how these variables combine to influence workplace reactions to accommodation. Research from managerial, social psychological and rehabilitation literatures is reviewed and integrated.

Keyword:

PERCEIVED ORGANIZATIONAL SUPPORT

EQUAL-EMPLOYMENT OPPORTUNITY

PREFERENTIAL SELECTION

AFFIRMATIVE-ACTION

PSYCHOLOGICAL CONTRACT

SOCIAL-INTERACTION

SEX

DISCRIMINATION

MODEL

PERCEPTIONS