Stigma And Acceptance Of Persons With Disabilities: Understudied Aspects Of Workforce Diversity.

By: McLaughlin, Mary E.; Bell, Myrtle P.; Stringer, Donna Y.. Group & Organization Management, Jun2004, Vol. 29 Issue 3, p302, 32p.

Abstract: Although persons with disabilities compose a growing portion of workers, when compared with other aspects of diversity (e.g., race/ethnicity or gender), disability has received relatively little research attention. In a between-subjects experimental design with more than 600 participants, we evaluated the roles of disability type (AIDS, cerebral palsy, and stroke), stigma, and employee characteristics in acceptance of a coworker with a disability. Stigma largely mediated the relationship between disability type and acceptance. Employee characteristics had direct effects on some aspects of acceptance. Exploratory factor analysis of stigma revealed six factors; however, only a "performance impact" factor was consistently related to acceptance, suggesting that perceived implications of the coworker's disability for job performance are critical.

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The Effects of Battering and Violence on Women’s Work and Employability.

Moe, Angela M., Bell, Myrtle P., 2004 SAGE Publications,  Violence Against Women, Vol. 10, No. 1, 29-55 (2004).

 

Research on the effects of battering on women’s lives has focused on poverty, homelessness, and welfare receipt, often centering on women who are uneducated or undereducated. The authors analyze how battering impacts the work and employability of women from various employment levels and backgrounds. Data were obtained through qualitative interviews with 19 residents of a domestic violence shelter, some of whom had obtained substantial education and built solid and lucrative careers prior to being abused. The women described instances in which battering had obstructed their ability to find work, maintain employment, and use their wages to establish greater economic independence and safety.

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Assessment and Prevention of Sexual Harassment of Employees: An Applied Guide to Creating Healthy Organizations.

Bell, Myrtle P.; Quick, James Campbell; Cycyota, Cynthia S.. Mar-Jun2002, International Journal of Selection & Assessment, Vol. 10 Issue 1/2, p160, 8p.

Sexual harassment occurs in organizations around the world, with costly consequences for employees and employers. In this article, we present a case for the primary prevention of sexual harassment, a dysfunctional, counterproductive behavior. We propose that primary prevention can positively influence organizational characteristics and the organizational harassment culture through preventive organizational actions (POAs), helping to build healthy organizations. Rather than being reactive, and instituted after the fact, primary prevention is a proactive approach that addresses root causes of sexual harassment, preventing its development. This approach is research-based and grounded in the well-established traditions of public health and preventive medicine that are applied to prevention of chronic health problems, such as cardiovascular disease. Management commitment, zero tolerance, applicant and new hire awareness, and regular assessments and training are important aspects of the proactive preventive management of sexual harassment.      

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Partner Violence And Work: Not Just A "Domestic Issue".

Bell, Myrtle P.; Moe, Angela; Schweinle, William. 2002, Academy of Management Proceedings, pC1, 6p.

Partner violence and aggression (PVA) is of increasing concern to employers; however, it has received little attention in the organizational sciences, being erroneously deemed outside the purview of organizations. In this manuscript, we detail the costs to organizations of PVA (regardless of the work or non-work setting), and, more importantly, we argue that some PVA is indeed work and organizationmotivated, as is other organization-motivated aggression. Obstructive PVA is designed to prevent targets from maintaining a job. Organization-directed PVA is perpetrated as retaliation for perceived aversive treatment, such as helping a victim of violence. About 4 million women experience partner violence and aggression (PVA) each year in the U.S., with one in three experiencing PVA at some point during her lifetime. Alarmingly, between 1992 and 1996, on average, partners assaulted 18,000 people at work each year. Women were over five times more likely to be victimized by a partner at work than were men, accounting for 15,000 of these incidents each year. Often, perpetrators choose the workplace for their attacks because although targets may move from their homes to escape violence, changing jobs may not be an option so readily exercised. Such perpetrators know with some level of certainty when and where the target can be found, often leading to stalking at work. We report results of preliminary research involving targets of obstructive partner violence and provide suggestions for further research in this area.

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Discrimination, Harassment, and the Glass Ceiling: Women Executives as Change Agents.

Bell, Myrtle P.; McLaughlin, Mary E.; Sequeira, Jennifer M., Apr2002 Journal of Business Ethics, Part 2, Vol. 37 Issue 1, p65, 12p.

In this article, we discuss the relationships between discrimination, harassment, and the glass ceiling, arguing that many of the factors that preclude women from occupying executive and managerial positions also foster sexual harassment. We suggest that measures designed to increase numbers of women in higher level positions will reduce sexual harassment. We first define and discuss discrimination, harassment, and the glass ceiling, relationships between each, and relevant legislation. We next discuss the relationships between gender and sexual harassment, emphasizing the influence of gender inequality on sexual harassment. We then present recommendations for organizations seeking to reduce sexual harassment, emphasizing the role that women executives may play in such efforts and, importantly, the recursive effects of such efforts on increasing the numbers of women in higher level positions in organizations.

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Gender Discrimination and Job-Related Outcomes: A Cross-Cultural Comparison of Working Women in the United States and China.
 
Shaffer, Margaret A.; Joplin, Janice R. W.; Bell, Myrtle P.; Lau, Theresa; Oguz, Ceyda; December 2000, Journal of Vocational Behavior   vol. 57, no. 3,   pp. 395-427(33).

Gender discrimination continues to be an issue that is encountered by women in the workplace. In this study we test hypotheses about two forms of gender discrimination, sexual harassment and gender evaluation (the use of gender as a criteria for job-related decisions), and several job-related outcomes. Our sample of 583 working women is drawn from three geographic regions (the United States, Chinese mainland, and Hong Kong SAR). These regions each have distinct cultural and social characteristics as well as different levels of legislation and enforcement regarding gender discrimination. Results indicated that gender discrimination was negatively associated with job satisfaction and affective commitment and positively associated with turnover intentions and life stress. Across geographical regions, women reported significant differences in all constructs. Several relationships between gender discrimination and the job-related outcomes were moderated by geographic region. Copyright 2000 Academic Press.

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Disruptions to Women's Social Identity: A Comparative Study of Workplace Stress Experienced by Women in Three Geographic Regions.

Shaffer, Margaret A.; Joplin, Janice R. W.; Bell, Myrtle P.; Lau, Theresa; Oguz, Ceyda; Source: Journal of Occupational Health Psychology. Vol. 5 (4) October 2000, pp. 441-456.

Drawing on social identity theory (P. J. Burke, 1991) and the current status of women and equal opportunity legislation, the authors tested several factors associated with distress in working women in the People's Republic of China (PRC), Hong Kong, and the United States. Women in Hong Kong experienced significantly greater levels of life stress than PRC and U. S. women. Reports of negative attitudes toward women, gender evaluation, and avoidance coping were greater for Hong Kong and PRC women than for U. S. women. Hong Kong women reported more use of positive/confrontational coping mechanisms. Negative attitudes toward women had an important influence on life stress across regions. Moderator tests resulted in 2 significant findings: The effect of negative attitudes toward women on life stress was stronger for PRC and Hong Kong women, and the relationship between nervous/self-destructive coping and life stress was stronger for U. S. women.

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Forming, Changing, and Acting on Attitude Toward Affirmative Action Programs in Employment: A Theory-Driven Approach.

Bell, Myrtle P.; Harrison, David A.; McLaughlin, Mary E.. Oct2000, Journal of Applied Psychology, Vol. 85 Issue 5, p784, 15p.

A model of attitude toward affirmative action programs (AAPs) was applied in 4 studies involving 1,622 participants. In Study 1, attributes people tacitly associate with AAPs were identified by open-ended elicitation. Using those attributes, an instrument was developed and administered in Studies 2, 3, and 4. In those studies, a multiplicative composite of beliefs and evaluations about the AAP attributes predicted AAP attitude, consistent with M. Fishbein and I. Ajzen's (1975) theory of reasoned action. Demographic effects on AAP attitude were partially mediated by this composite. In Studies 3 and 4, an experimental manipulation of AAP information was successful in changing AAP attitude, but in a way that polarized existing demographic differences. Study 4 also showed that AAP attitude and subjective norm jointly and uniquely predicted intentions to perform AAP-related behaviors. Intentions predicted the actual behavior of mailing postcards to political representatives reflecting participants' support for AAPs.

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Strategic human resource management: Employee involvement, diversity, and international issues.

McMahan, Gary C.; Bell, Myrtle P.; Virick, Meghna. Fall98, Human Resource Management Review, Vol. 8 Issue 3, p193, 22p.

Examines the role of employee involvement, diversity and international issues in strategic human resource management (HRM). Evolution of HRM; Challenges for researchers and future scholars; Second generation employee involvement; Theories concerning strategic human resource management.

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Beyond relational demography: Time and the effects of surface- and deep-level diversity on work...

Harrison, David A.; Price, Kenneth H.; Bell, Myrtle P.. Feb98, Academy of Management Journal, Vol. 41 Issue 1, p96, 12p.

The authors examined the impact of surface-level (demographic) and deep-level (attitudinal) diversity on group social integration. As hypothesized, the length of time group members worked together weakened the effects of surface-level diversity and strengthened the effects of deep-level diversity as group members had the opportunity to engage in meaningful interactions.

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Changing Attitudes Toward Affirmative Action: A Current Issue That Calls For Action.

Bell, Myrtle P., 1997,Academy of Management Proceedings, p438, 5p.

Examines the changing attitude toward affirmative action (AA) on employment discrimination in California. Background of AA; Relationship between individual demographic variables and attitude towards AA; Evaluation on information by demographic background.

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Using Intra-National Diversity For International Assignments: A Model Of Bicultural Competence And Expatriate Adjustment.

Bell, Myrtle P.; Harrison, David A.. Spring96, Human Resource Management Review, Vol. 6 Issue 1, p47, 28p.

Emphasizes a complementary form of improving expatriate adjustment namely, selection on individual differences resulting from the bicultural life experiences that individuals may bring with them to potential assignments. Analysis of biculturalism; Focus on knowledge, skills, abilities and other requirements for expatriate effectiveness; Implications for increasing expatriate effectiveness.

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