EMPLOYERS' USE OF WORKPLACE REASONABLE ACCOMMODATIONS FOR RETAINING EMPLOYEES WITH DISABILITIES.

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dc.contributor.advisorGold, Paul Ben_US
dc.contributor.authorOire, Spalatin Nyanaroen_US
dc.contributor.departmentCounseling and Personnel Servicesen_US
dc.contributor.publisherDigital Repository at the University of Marylanden_US
dc.contributor.publisherUniversity of Maryland (College Park, Md.)en_US
dc.date.accessioned2013-07-06T05:31:16Z
dc.date.available2013-07-06T05:31:16Z
dc.date.issued2013en_US
dc.description.abstractTwo decades since the enactment of the Americans with Disabilities Act, persons with disabilities still face employment challenges in the workplace. Reasonable accommodations (RA) have been associated with overall job satisfaction, enhanced job tenure, and, increased job performance for employees with disabilities. However, reasonable accommodation stakeholders still struggle with how best to effectively meet the needs of employees with disabilities in order to maximize their employability. Few studies have specifically examined the criteria that employers use to determine responses to reasonable accommodation requests by employees with disabilities. A sample of U.S. employers was asked to respond to a reasonable accommodation scenario, and rate the influences of a priori identified items on their response to the accommodation request. Exploratory factor analytic procedures and regression analyses are used to identify the factors correlated with employers' likelihood of approving or denying reasonable accommodation requests. Three factors were identified to underlie the criteria for employers' accommodation decisions - employer logistics and obligations in providing accommodations, relationships between employer and employee, and accommodation costs and resource. Employers' gender and having a centralized budget process for supporting accommodations were found to significantly predict with their response to accommodation requests among employer and organizational variables respectively. Our understanding of the rationale by which employers respond to reasonable accommodation requests is essential to seeking solutions for hiring and retaining persons with disabilities. The three criteria by which employers make accommodation decisions will assist employment service providers to better focus ADA knowledge and awareness training workshops for employers. Employees with disabilities will structure their accommodation requests to address or meet employers' criteria and maximize the potential for positive responses from their employers.en_US
dc.identifier.urihttp://hdl.handle.net/1903/14354
dc.subject.pqcontrolledCounseling psychologyen_US
dc.subject.pqcontrolledOrganizational behavioren_US
dc.subject.pqcontrolledEconomics, Laboren_US
dc.subject.pquncontrolledEmployers and reasonable accommodationsen_US
dc.subject.pquncontrolledHow employers make accommodation decisionsen_US
dc.subject.pquncontrolledLabor force participation for persons with disabilitiesen_US
dc.subject.pquncontrolledPersons with disabilitiesen_US
dc.subject.pquncontrolledReasonable accommodationsen_US
dc.subject.pquncontrolledReasonable accommodations criteriaen_US
dc.titleEMPLOYERS' USE OF WORKPLACE REASONABLE ACCOMMODATIONS FOR RETAINING EMPLOYEES WITH DISABILITIES.en_US
dc.typeDissertationen_US

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