@article {1968566, title = {Conceptualizing disability accommodation device acceptance by workgroups through a sociomaterial lens}, journal = {Equality, Diversity and Inclusion}, volume = {42}, year = {2023}, month = {2023}, pages = {285-299}, address = {Howard House Wagon Lane Bingley BD16 1WA}, abstract = {Purpose. 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.}, keywords = {Management}, author = {Kulkarni,Mukta and Baldridge,David and Swift,Michele} } @article {1968561, title = {Disability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does Leader-Member Exchange Quality Matter?}, journal = {Journal of Management}, year = {2023}, month = {2023}, abstract = {Employees with disability-related communication impairment often experience isolation from professional connections which can negatively affect their careers. Management research suggests that having lower quality leader relationships can be an obstacle to the development of professional connections for employees with disabilities. However, in this paper we suggest that lower quality LMX relationships may not be a uniform hurdle for the professional isolation of employees with disability-related communication impairment. Drawing on psychological disengagement theory, we predict that employees with more severe, rather than less severe, communication impairment develop resilience to challenges in lower quality LMX relationships by psychologically disengaging from professional connections and, in turn, bear fewer negative consequences of professional isolation on career outcomes. In two studies of deaf and hard of hearing employees, we find that in lower quality LMX relationships employees with more severe communication impairment perceive being less isolated than employees with less severe communication impairment, and, in turn, report better career outcomes. Overall, our findings suggest that employees with more severe communication impairment may be more effective in managing challenges to their perceived professional isolation and career outcomes when in lower quality LMX relationships.}, keywords = {Management}, author = {Lyons,Brent and Baldridge,David and Yang,Liu Qin and Bryan,Camellia} } @article {1985081, title = {Supervisor incivility and counterproductive work behaviors: Does employee disability age of onset matter?}, year = {2023}, month = {2023}, address = {Miami FL}, keywords = {Management}, author = {Wolburg,F and Taylor,MR and Yang,LQ and Baldridge,David and Lyons,B} } @article {1968571, title = {Earnings of Persons with Disabilities: Who Earns More (Less) from Entrepreneurial Pursuit?}, journal = {Equality, Diversity and Inclusion}, year = {2022}, month = {2022}, address = {Bingley}, abstract = {Earnings of Persons with Disabilities:
Who Earns More (Less) from Entrepreneurial Pursuit?
Abstract. 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.
Methodology. We draw on social cognitive career theory (SCCT) and disability employment and entrepreneurship literatures to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. We then conduct analyses on the nationally representative sample of Canadian Survey on Disability including all PWD engaged in entrepreneurial pursuit and match 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 earnings of PWD who experience earlier disability onset ages, who report more unmet accommodation needs, and who are female.
Originality. First, this study applies SCCT to help bridge literatures 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 understanding of entrepreneurial earnings among PWD by examining understudied disability 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.
Keywords. disabilities, social cognitive career theory (SCCT), entrepreneurial pursuit, onset age, accommodation, disability origin}, keywords = {Management}, author = {Yang,Yang and Kulkarni,Mukta and Baldridge,David and Konrad,Alison} } @article {1976036, title = {Hearing Loss \& Workplace Inclusion}, year = {2022}, month = {2022}, address = {Tampa, FL}, keywords = {Management}, author = {Baldridge,David} } @article {1976041, title = {Career and work adaptation after deafness/hearing loss}, year = {2021}, month = {2021}, address = {Niagara Falls, NY}, keywords = {Management}, author = {Baldridge,David} } @article {1976061, title = {Coworker Incivility, Loneliness and Work Outcomes: Does Relational Identity Matter?}, year = {2021}, month = {2021}, address = {Virtual}, keywords = {Management}, author = {Zike,N. and Yang,L. and Baldridge,David and Lyons,B.} } @article {1976046, title = {Disability, professional isolation and career attitudes: The role of impairment severity and supervisor relationship quality}, year = {2021}, month = {2021}, address = {Virtual}, keywords = {Management}, author = {Bryan,C. and Baldridge,David and Yang,L and Dirmeyer,R.} } @article {1968576, title = {How do people continue successful careers after hearing loss?}, journal = {International Federation of Hard of Hearing People}, year = {2021}, month = {2021}, keywords = {Management}, author = {Baldridge,David and Kulkarni,Mukta} } @article {1976051, title = {Persons with Disabilities: Who Earns More (Less) from Entrepreneurial Pursuit?}, year = {2021}, month = {2021}, address = {Virtual}, keywords = {Management}, author = {Yang,Y. and Kulkarni,M. and Baldridge,David and Konrad,A.} } @article {1976056, title = {Presenter Symposium: Allies and detractors: Insights on disability inclusion in organizations}, year = {2021}, month = {2021}, address = {Virtual}, keywords = {Management}, author = {Kulkarni,M. and Baldridge,David and Bruyere,S. and Colella,A. and Connelly,C. and Bonaccio,S. and Gellatly,I. and Breier,C. and Baumg{\"a}rtner,M. and Boehm,S. and Nittrouer,N. and Hebl,M. and King,E. and Lynch,J. and Mitra,A. and Xu,H. and Van Laer,K. and Scholz,F.} } @article {1976066, title = {Thirty Years of the ADA: Current State and Way Forward}, year = {2021}, month = {2021}, address = {Vitual}, keywords = {Management}, author = {Bonaccio,S. and Fisher,S. and Baldridge,David and Chandler,M. and Davis,C. and D{\textquoteright}Mello,S. and Kulkarni,M. and Ryan,Ryan and Samosh,D.} } @article {1976071, title = {Broadening our Sight: New Directions in Disability Research}, year = {2020}, month = {2020}, address = {Vancouver BC}, keywords = {Management}, author = {Baldridge,David and Kulkarni,Mukta} } @inbook {1968581, title = {Chapter 12: Breaking Barriers by Patterning Employment Success}, year = {2020}, month = {2020}, address = {London}, abstract = {The 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{\textquoteright}s {\textquoteleft}grand experiment{\textquoteright} 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{\textquoteright}s and RIT{\textquoteright}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{\textquoteright}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.}, keywords = {Management}, author = {Kulkarni,Mukta and Atkins,Scot and Baldridge,David} } @article {1968591, title = {Disability, Gender and Race: Does Educational Attainment Reduce Earning Disparity for All or Just Some?}, journal = {Personnel Assessment and Decisions}, volume = {5}, year = {2019}, month = {2019}, pages = {90-99}, abstract = {While interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015. Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find evidence that they are less likely to convert educational gains for master{\textquoteright}s and higher degrees into earning gains, and consistent with theories on multiple sources of discrimination, we find that women with disabilities may be doubly disadvantaged. These results, however, are mixed and complex. Considering the importance of harnessing diverse talent in organizations, we outline implications for research and practice toward reducing workplace discrimination.}, keywords = {Management}, url = {https://scholarworks.bgsu.edu/pad/vol5/iss2/11}, author = {Baldridge,David and Kulkarni,Mukta and Eugster,Beatrix and Dirmyer,Richard} } @article {1968586, title = {Fostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability}, journal = {Journal of Vocational Behavior}, volume = {112}, year = {2019}, month = {2019}, pages = {185-198}, abstract = {While scholars and practitioners are increasingly aware of the positive effect of idiosyncratic deals (i-deals) on employee attitudes, little is known about how i-deals might affect work and career outcomes for employees with disabilities, a marginalized and understudied group. The present study builds on Conservation of Resources (COR) theory to explain how i-deals might influence perceived work ability for employees with disabilities, and in turn, their turnover intentions. Furthermore, this study is the first to compare the experiences of employees with physical, psychological and no disabilities regarding these relationships. Our hypotheses are tested using field data from 19,770 employees working for a German federal agency. In brief, the negative direct effect of i-deals on turnover intentions is found to be stronger for employees with physical disabilities than for those without disabilities. Further, the results indicate a significant negative indirect effect of i-deals on turnover intentions through perceived work ability for all employee groups. As expected, we find that this indirect effect increases in magnitude when going from the condition having a physical disability or no disability to the condition having a psychological disability. Implications for research, theory and practice are discussed.}, keywords = {Management}, url = {https://doi.org/10.1016/j.jvb.2019.02.001}, author = {Brzykcysg,Anna and Boehm,Stephan and Baldridge,David} } @article {1968596, title = {On the treatment of people with disabilities in organizations: A review and research agenda}, journal = {Human Resource Management (US)}, year = {2019}, month = {2019}, abstract = {Human resource practitioners have a crucial role in promoting equitable treatment of persons with disabilities, and practitioner{\textquoteright}s decisions should be guided by solid evidence-based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella{\textquoteright}s (1996) seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (1) implicit definitions of workplace treatment, (2) neglect of national context variation, (3) missing differentiation between disability populations, (4) over-reliance on available data sets, (5) predominance of single-source, cross-sectional data (6) neglect of individual differences and identities in the presence of disability, and (7) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.}, keywords = {Management}, author = {Beatty,Joy and Baldridge,David and B{\"o}hm,Stephan and Kulkarni,Mukta and Colella,Adrienna} } @inbook {1968606, title = {People with disabilities: Identity, stigmatization, accommodation, and intersection with gender and aging effects on employment opportunities. In Bendl, R., Bleijenbergh, I., Henttonen, E., \& Mills, A. J., The Oxford Handbook of Diversity in Organisation}, year = {2018}, month = {2018}, address = {Oxford UK}, abstract = {Disability status continues to have a significant negative impact on employment outcomes, even in countries with nondiscrimination policies, and outcomes differ by gender and age. These subpar outcomes can be linked to both environmental and psychological factors. The design of jobs and workplaces often limits the ability of workers with disabilities to contribute to their fullest capacity. Stigmatization on the basis of disability status reduces employer willingness to hire workers with disabilities and make reasonable accommodations to allow them to perform effectively. Some research indicates that women, older workers and workers with disabilities tend to be labeled as unwilling or unable to perform in demanding paid work roles. Age intersects with disability resulting in inappropriate attribution of disability status as {\textquotedblleft}normal aging.{\textquotedblright} Gender intersects with disability to result in lower labor force participation for women with disabilities compared to their male counterparts. Exclusion and stigmatization create barriers to the development of a positive self-identity as a person with a disability, but such identity development can be empowering, creating a sense of pride and providing a basis for advocacy. Considerably more research is needed to understand how the actions of organizations, leaders, and teams affect the employment outcomes of workers with disabilities and how impacts differ by gender and age. But based upon extant knowledge, there are many actions employers can take to improve outcomes for this group of workers.}, keywords = {Management}, author = {Baldridge,David and Beatty,Joy and Konrad,Alison and Moore,Mark} } @article {1968601, title = {Workplace Experiences of Persons with Disabilities}, journal = {Human Relations}, year = {2018}, month = {2018}, abstract = {Human Relations virtual special issue introduction: Workplace
experiences of persons with disabilities
Human Relations virtual special issues bring together and highlight related research on a
particular topic. Each collection is compiled and introduced by one of the journal{\textquoteright}s editors;
here we have Catherine E Connelly alongside David Baldridge, Human Relations
Editorial Board member and author on this topic.
Readers can access our virtual special issue on Workplace experiences of persons
with disabilities here: https://journals.sagepub.com/page/hum/collections/virtual-special-issues/persons-with-disabilities}, keywords = {Management}, author = {Connelly,Catherine and Baldridge,David} } @article {1976086, title = {Building GDO community through storytelling}, year = {2017}, month = {2017}, address = {Atlanta GA}, keywords = {Management}, author = {Creed,Doug and Karam,Charlotte and Baldridge,David and AbelNour,Samer and Hudson ,Bryant and Henry,Ella} } @article {1976081, title = {Building GDO community through storytelling}, year = {2017}, month = {2017}, address = {Atlanta GA}, keywords = {Management}, author = {Beatty,Joy and Holmes IV,Oscar and Atewologun,Doyin and Baldridge,David and Blancero,Donna and King,Eden and Kravitz,David and McKay,Patrick and Ng,Eddy and Nishi,Lisa and Ragins,Belle and Wood,Geoff} } @article {1976091, title = {Career Adaptation and Success after Adult Onset Hearing Loss}, year = {2017}, month = {2017}, address = {Atlanta GA}, keywords = {Management}, author = {Baldridge,David and Kulkarni,Mukta} } @article {1976116, title = {Career Success After Hearing Loss}, year = {2017}, month = {2017}, address = {Webinar}, keywords = {Management}, author = {Baldridge,David} } @article {1968611, title = {Childhood-onset disability, strong ties and employment quality}, journal = {Equality, Diversity and Inclusion}, year = {2017}, month = {2017}, abstract = {Purpose

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 {\textendash} a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities.}, keywords = {Management}, url = {https://www.emeraldinsight.com/doi/full/10.1108/EDI-11-2016-0093}, author = {Baldridge,David and Konrad,Alison and Moore,Mark and Yang,Yang} } @booklet {1968621, title = {Enabling Inclusion: People With Disabilities Enriching the Workforce.}, year = {2017}, month = {2017}, address = {DamonBrooks}, keywords = {Management}, author = {Baldridge,David} } @article {1968616, title = {Hearing Loss and Career Success: Refining Yourself, Your Career, and Your Social Network}, year = {2017}, month = {2017}, keywords = {Management}, author = {Baldridge,David} } @article {1976096, title = {I-deals, Work Ability and Turnover Intention: Toward Greater Understanding of Disability Type}, year = {2017}, month = {2017}, address = {Atlanta GA}, keywords = {Management}, author = {Brzykey,Anna and Boehm,Stephan and Baldridge,David} } @article {1976101, title = {Idiosyncratic Deals, Workability and Turnover Intentions: Understanding Disability Type Influence}, year = {2017}, month = {2017}, address = {Orlando FL}, keywords = {Management}, author = {Brzykcy,Anna and Boehm,Stephan and Baldridge,David} } @article {1968626, title = {The Shaping of Sustainable Careers Post Hearing Loss}, journal = {Human Relations}, year = {2017}, month = {2017}, abstract = {Through this interview-based study with 40 respondents in the United States we have outlined enablers of career transitions and sustainable careers for professionals who have experienced severe hearing loss as adults. To sustain careers after adult onset disability, respondents engaged in a quest for meaning and big picture answers to {\textquoteleft}who am I?{\textquoteright} and {\textquoteleft}am I still successful?{\textquoteright} This included redefining themselves {\textendash} e.g. I am now both a person with a disability (disability identity) and a successful professional (professional identity) {\textendash} and career success (e.g. now I care about service to society as much as I care about material artifacts). Respondents also adopted new work roles where disability was a key to success (e.g. becoming an equal employment officer) and utilized social networks to continue being successful. Such redefining of work and networks supported the aforesaid quest for meaning and big picture answers. Findings not only indicate how individuals experience career success after a life-changing event but also help defamiliarize extant notions of ableism in workplace contexts.}, keywords = {Management}, url = {http://journals.sagepub.com/doi/abs/10.1177/0018726716687388}, author = {Baldridge,David and Kulkarni,Mukta} } @article {1976106, title = {THE SHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS}, year = {2017}, month = {2017}, address = {Orlando FL}, keywords = {Management}, author = {Baldridge,David and Kulkarni,Mukta} } @article {1976076, title = {Withheld Disability Accommodation requests, perceived integration, and desire to stay}, year = {2017}, month = {2017}, address = {Orlando FL}, keywords = {Management}, author = {Durban,Colleen and Baldridge,David and Houston,Lawrence and Yang,Liu-Qin} } @article {1976111, title = {Withheld Disability Accommodation Requests, Perceived Integration and Desire to Stay}, year = {2017}, month = {2017}, address = {Orlando FL}, keywords = {Management}, author = {Durban,Colleen and Baldridge,David and Houston,Lawrence and Yang,Liu-Qin} } @article {1976131, title = {Disability Accommodation and Equal Career Advancement Opportunities}, year = {2016}, month = {2016}, address = {Anaheim, CA}, keywords = {Management}, author = {Swift,Michele and Baldridge,David} } @article {1976121, title = {Toward Greater Understanding of the relationship between Organizational Contribution and Relative Subjective Age for Employees with Health Restrictions}, year = {2016}, month = {2016}, address = {Anaheim, CA}, keywords = {Management}, author = {B{\"o}hm,Stephan and Bourorvoi,Kirill and Baldridge,David} } @article {1976126, title = {Working with Cochlear Implants}, year = {2016}, month = {2016}, address = {Portland}, keywords = {Management}, author = {Baldridge,David} } @article {1968631, title = {Age and Assessments of Disability Accommodation Request Normative Appropriateness}, journal = {Human Resource Management (US)}, year = {2015}, month = {2015}, keywords = {Management}, author = {Baldridge,David and Swift,Michele} } @inbook {1968636, title = {Persons with (dis)Abilities}, year = {2015}, month = {2015}, address = {New York}, abstract = {This chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word {\textquotedblleft}disability{\textquotedblright} and the related term {\textquotedblleft}persons with disabilities.{\textquotedblright} It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter{\textquoteright}s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies.}, keywords = {Management}, author = {Baldridge,David and Beatty,Joy and B{\"o}hm,Stephan and Kulkarni,Mukta and Moore,Mark} } @article {1976136, title = {Research on Hearing Loss and Salary}, year = {2015}, month = {2015}, address = {Scotsdale AZ}, keywords = {Management}, author = {Baldridge,David} } @article {1976146, title = {Advancing Research on Discrimination: The Contextual Meanings and Effects of the Word "Disability}, year = {2014}, month = {2014}, address = {Philadelphia, Pennsylvania}, keywords = {Management}, author = {Baldridge,David and Beatty,Joy E and B{\"o}hm,Stephan and Kulkarni,Mukta and Moore,Mark} } @article {1968646, title = {Career Success After Hearing Loss}, volume = {35}, year = {2014}, month = {2014}, pages = {12-16}, address = {Berthesda, MD}, keywords = {Management}, author = {Baldridge,David} } @article {1968641, title = {Toward Greater Understanding of the Pernicious Effects of Workplace Envy}, journal = {International Journal of Human Resource Management}, year = {2014}, month = {2014}, abstract = {Despite the fact that envy has been widely viewed as the most pernicious and organizational dysfunctional workplace emotion, research has ignored envy{\textquoteright}s longer-term, chronic consequences. This oversight can largely be attributed to over reliance on the relatively static affective events framework that does not account for how envy-eliciting events can threaten an individual{\textquoteright}s social standing or trigger emotional schema from previous events. Hence, we propose an extension of this framework in order to address these shortcomings and in order to more fully account for the cumulative effects of prior envy-eliciting events. In particular, by integrating insights from social comparison and emotional schema theories into the current framework, we offer a deeper, more fine-grained explanation for the accumulation of envious feelings and their longer-term, chronic consequences. We believe that these additional insights will offer a perspective, both for researchers and practitioners alike, into how envy-eliciting events can result in more malicious and chronic, dysfunctional outcomes over time. Future research and managerial implications are discussed.}, keywords = {Management}, author = {Veiga,John F and Baldridge,David and Markoczy,Livia} } @article {1976141, title = {The Workplace, the Law and Behavioral Responses: Strategies for Effective Self- advocacy}, year = {2014}, month = {2014}, address = {Austin, TX}, keywords = {Management}, author = {Baldridge,David and Waldo,John} } @article {1976151, title = {Panel Symposium Submission $\#$ Advancing the Research on Stereotypes in the Management Field: What is Shared and What is Different Across Diverse Groups?}, year = {2013}, month = {2013}, address = {Orlando}, keywords = {Management}, author = {Baldridge,David and van Esch,Chantal and Sugiyama,Keimei and Phillips,Katherine and Bilimoria,Diana and Kulik,Carol and Case,Susan and Shih,Margaret and Hall ,Erika} } @article {1968651, title = {Withholding Requests For Disability Accommodation: The Influence Of Individual And Situational Attributes}, journal = {Journal of Management}, volume = {39}, year = {2013}, month = {2013}, pages = {743-762}, abstract = {Prior research suggests that people with disabilities often do not request needed workplace accommodations, though relatively few studies address which factors influence the extent of such potentially self-limiting behavior. Drawing on workplace disability, help seeking, and social identity literature, this study proposes and tests a model of request withholding frequency using survey data from 279 people with hearing impairments. Consistent with expectations, older employees withheld requests less frequently; however, there was no main effect of gender. Moreover, the strength of the relationship between age and request withholding frequency was significantly weaker when the disability was more severe and when the age of disability onset was earlier. Similarly, disability severity influenced the strength of the relationship between gender and request withholding frequency, though the age of disability onset did not. These findings are consistent with social identity theory, in that those individual differences and disability attributes that shape social identities also appear to affect decisions to request disability accommodation. In practical terms, managers need to not only be supportive of disability accommodation requests but also recognize that some employees, such as young persons with disabilities, may need even more support, and support in a form that affirms or minimizes threats to other salient identities, such as their youth. Additional implications for management research and practice are discussed.}, keywords = {Management}, url = {doi:10.1177/0149206310396375}, author = {Baldridge,David and Swift,Michele} } @article {1976166, title = {From Self-Advocacy to Self-Leadership: Getting the Help you Need While Building your Social Capital}, year = {2012}, month = {2012}, address = {Honolulu, HI}, keywords = {Management}, author = {Baldridge,David} } @article {1968656, title = {The impact of family structure on issue selling by successor generation members in family firms}, journal = {Journal of Family Business Strategy}, volume = {3}, year = {2012}, month = {2012}, pages = {220{\textendash}227}, abstract = {Input from members of the successor generation to the incumbent leader of the business is important to
family firms that desire to grow into multi-generational entities. Although researchers have examined
upward influence behavior in general, there is a dearth of studies discussing this phenomenon as it
relates to family firms. In this paper, we seek to fill this gap by focusing on issue selling behavior{\textemdash}one of
the fundamental ways the successor generation pursues upward influence. Issue selling is defined as a
discretionary behavior used to direct top managers{\textquoteright} attention toward important issues. Specifically, by
integrating the extant issue selling literature with research on the impact of family structure on family
decision-making, we help explain the strength of successor generation members{\textquoteright} intentions to sell issues
and their choice of selling strategies.}, keywords = {Management, Strategy \& Entrepreneurship}, url = {www.elsevier.com/locate/jfbs}, author = {Ling,Yan and Baldridge,David and Craig,Justin} } @article {1976161, title = {Positive Self-Advocacy and Career Success}, year = {2012}, month = {2012}, address = {Providence, RI}, keywords = {Management}, author = {Baldridge,David} } @article {1976156, title = {Workplace Inclusion of People with Disabilities: Toward Greater Understanding of the Role of Disability Attributes, Social Support and Barriers}, year = {2012}, month = {2012}, address = {Boston}, keywords = {Management}, author = {Baldridge,David and Moore,Mark and Konrad,Alison} } @article {1976171, title = {Positive Self-Advocacy and Career Success}, year = {2011}, month = {2011}, address = {Indianapolis, IN}, keywords = {Management}, author = {Baldridge,David} } @article {1976176, title = {Work Context and People with Disabilities Expectations Regarding Compliance with Requests for Disability Accommodation}, year = {2011}, month = {2011}, address = {San Antonio, TX}, keywords = {Management}, author = {Baldridge,David and Swift,Michele} } @article {1976191, title = {Toward An Understanding Of Issue Selling By Successor Generation Members In Family Firms}, year = {2010}, month = {2010}, address = {Cancun, Mexico}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Ling,Yan and Baldridge,David and Craig,Justin} } @article {1976186, title = {Toward Greater Understanding Of The Impact Of Receiving Accommodation On A Disabled Employee{\textquoteright}s Team-Member Exchange Relationships}, year = {2010}, month = {2010}, address = {Montreal}, keywords = {Management}, author = {Baldridge,David and Swift,Michele} } @article {1976181, title = {Withholding Requests For Disability Accommodation: The Influence Of Individual And Situational Attributes}, year = {2010}, month = {2010}, address = {San Diego}, keywords = {Management}, author = {Baldridge,David and Swift,Michele} } @article {1976211, title = {Disabled Enterpreneurs: A Model of Entrepreneurial Intention}, year = {2008}, month = {2008}, address = {Chapel Hill, NC}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Baldridge,David and Dibrell,Clay and Neubaum,Donald} } @conference {1984286, title = {A Model Of Entrepreneurial Intentions Within The Persons With Disabilities Population}, booktitle = {Frontiers of Entrepreneurship Research:}, volume = {Vol. 28}, year = {2008}, month = {2008}, pages = {Article 4}, address = {Chapel Hill, NC.}, abstract = {While self-employment presents many challenges, an entrepreneurial path for a person with a
disability can mean the difference between unemployment or severe underemployment and a truly
exceptional and prosperous career. Recent research highlights the importance of entrepreneurial
intentions (i.e., the interest of a person in starting, acquiring or buying a business) as a precursor
to entrepreneurial behavior (Zhao et al., 2005). Further, entrepreneurial self-efficacy (Zhao et al.,
2005), defined as the level of confidence individuals have to identify new opportunities, create
products, think creatively, or commercialize an idea, is positively associated with entrepreneurial
intention. In reviewing the literature on people with disabilities, however, we find reason to believe
that this model does not fully explain the entrepreneurial activities of persons with disabilities.
Thus, we integrate the literatures on entrepreneurship and people with disabilities to propose a
refined model. A few of the propositions offered by our model are included below.}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Baldridge,David and Dibrell,Clay and Neubaum,Donald} } @article {1976206, title = {A Model Of The Impact Of Disability Attributes On Career Utility And Entrepreneurial Intentions.}, year = {2008}, month = {2008}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Dibrell,Clay and Baldridge,David and Neubaum,Donald} } @article {1976196, title = {Toward A Model Of Issue Selling By Successor Generation In Family Firms}, year = {2008}, month = {2008}, address = {Anaheim, CA}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Yan,Ling and Baldridge,David and Craig,Justin} } @article {1976201, title = {Toward a Model of Issue Selling in Family Firms}, year = {2008}, month = {2008}, address = {Alberta, CAN}, keywords = {Management, Strategy \& Entrepreneurship}, author = {Ling,Yan and Baldridge,David and Craig,Justin} } @article {1968661, title = {Email Recipients{\textquoteright} Impressions of Senders Likeability}, journal = {Journal of Business Communication}, volume = {44}, year = {2007}, month = {2007}, pages = {137-160}, keywords = {Management}, author = {Byron,K. and Baldridge,David} } @article {1968671, title = {The Impact of Anticipated Social Consequences on Recurring Disability Accommodation Requests}, journal = {Journal of Management}, volume = {32}, year = {2006}, month = {2006}, pages = {158-179}, abstract = {The Americans with Disabilities Act of 1990 (ADA) has not achieved its potential, in part, because those it sought to help have shown a reluctance to request accommodations. Using survey data from 229 hearing-impaired employees and an expert panel, logistic regression confirmed that monetary costs and impositions on others negatively influence the likelihood of requesting recurring accommodations. Furthermore, monetary costs and impositions on others negatively influence the requester{\textquoteright}s assessments of the social consequences of making such requests. These consequences, in turn, can also negatively influence future disability accommodation requests.}, keywords = {Management}, author = {Baldridge,David and Veiga,J. F.} } @article {1968666, title = {Saying "no" to being uprooted: The impact of family and gender on willingness to relocate}, journal = {Journal of Occupational and Organizational Psychology}, volume = {79}, year = {2006}, month = {2006}, pages = {131-149}, abstract = {Although career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age ({\textpm} 5 years), yet differed in gender {\textquotedblright} resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse{\textquoteright}s contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse{\textquoteright}s and children{\textquoteright}s community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender {\textquotedblright} that is, women managers are less willing to relocate {\textquotedblright} we also found that gender interacts with family attributes to further dampen a woman{\textquoteright}s willingness to relocate.}, keywords = {Management}, author = {Baldridge,David and Eddleston,K. A. and Veiga,J. F.} } @article {1976216, title = {Toward Greater Understanding of the Impact of Disabilities on Workplace Isolation \& Career Outcomes.}, year = {2006}, month = {2006}, address = {Atlanta}, keywords = {Management}, author = {Baldridge,David and Veiga,John F} } @article {1968676, title = {Toward a model of issue-selling by subsidiary managers in multinational organizations}, journal = {Journal of International Business Studies}, volume = {36}, year = {2005}, month = {2005}, pages = {637-654}, abstract = {In multinational organizations, local market responsiveness is critical to the development of effective strategies. This responsiveness is expected to occur in part as the result of upward influence from local subsidiary managers, who represent the local culture and shift relevant priorities accordingly. Issue-selling {\textquotedblright} defined as directing top management{\textquoteright}s attention to particular issues and helping them understand such issues {\textquotedblright} is one important way in which subsidiary managers pursue upward influence. The purpose of this paper is to help multinational organizations better facilitate and exploit potentially valuable input from local subsidiary managers. To do so, we propose an acculturated view of issue-selling. More specifically, we argue that subsidiary managers socialized by different national cultures vary: (1) in the extent to which their intention to sell issues is influenced by various contextual cues; and (2) in their choice of selling strategies. These theoretical differences suggest that local subsidiary managers from different cultures will differ in the way they approach issue-selling and, in turn, in the way they influence the strategy-making process. The discussion traces the implications of this line of reasoning for future research on the influence of local subsidiary managers and, more generally, for research on the cultural embeddedness of the strategy process.}, keywords = {Management}, author = {Ling,Y. and Floyd,S. W. and Baldridge,David} } @article {1976221, title = {Toward a Model of Nonverbal Cues and Emotion in Email}, year = {2005}, month = {2005}, address = {Briarcliff Manor, NY}, keywords = {Management}, author = {Baldridge,David} } @article {1976226, title = {Withholding Accommodation Requests: The Role of Workgroup Supportiveness and Requester Attributes.}, year = {2005}, month = {2005}, address = {Briarcliff Manor, NY.}, keywords = {Management}, author = {Baldridge,David} } @article {1968681, title = {Are managers from Mars and academicians from Venus? Toward an understanding of the relationship between academic quality and practical relevance}, journal = {Strategic Management Journal}, volume = {25}, year = {2004}, month = {2004}, pages = {1063-1074}, abstract = {In this paper, we propose a positive relationship between the academic quality and practical relevance of management research. The basis for this is the idea that academicians and practitioners both value research that is interesting and justified - meaning research that challenges and extends existing beliefs and research that offers compelling evidence for its conclusions. We acknowledge that there are likely to be many cases where academicians and practitioners disagree on what is interesting and justified. We argue, however, that there are also likely to be cases where the judgments of the two groups converge. Results from a stratified, random sample of 120 publications are consistent with this argument - showing a positive correlation between an objective measure of an article{\textquoteright}s academic quality and expert panel ratings of its practical relevance. The analysis also shows positive associations between panel members{\textquoteright} global assessment of relevance and ratings of an article{\textquoteright}s interestingness and justification. These results lend support to the hypothesized overlap, but leave room for considerable difference in the way practitioners and academicians evaluate management research. Copyright {\textcopyright} 2004 John Wiley \& Sons, Ltd.}, keywords = {Management}, author = {Baldridge,David and Floyd,S. W. and Mackoczy,L.} } @article {1968686, title = {Toward modeling the predictors of managerial career success: does gender matter?}, journal = {Journal of Managerial Psychology}, volume = {19}, year = {2004}, month = {2004}, pages = {360-385}, abstract = {Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career-related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman{\textquoteright}s sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.}, keywords = {Management}, author = {Eddleston,K. A. and Baldridge,David and Veiga,J. F.} } @article {1968691, title = {Toward understanding employee reluctance to participate in family-friendly programs}, journal = {Human Resource Management Review}, volume = {14}, year = {2004}, month = {2004}, pages = {337-351}, abstract = {Despite the fact that many organizations have implemented family-friendly programs to meet the needs of today{\textquoteright}s diverse workforce, employees have been reluctant to use them. Drawing on the theories of planned behavior, help-seeking, and distributive justice, we propose a framework that focuses initially on the more proximal factors that influence an employee{\textquoteright}s likelihood of participating in such programs. We then examine the role of organization-based situational characteristics in shaping both personal and normative assessments and describe the implications of our framework for researchers and practitioners.}, keywords = {Management}, author = {Veiga,J. F. and Baldridge,David and Eddleston,K. A.} } @article {1976231, title = {Anticipated Consequences and Decisions to Request Accommodation: The Requester{\textquoteright}s Perspective}, year = {2003}, month = {2003}, address = {Seattle, WA}, keywords = {Management}, author = {Baldridge,David and Veiga,J. F.} } @article {1976236, title = {Making the Most of Global Reach: Toward a Model of the Impact of National Culture on Issue Selling}, year = {2003}, month = {2003}, address = {Seattle, WA}, keywords = {Management}, author = {Baldridge,David and Ling,Y. and Floyd,S. F.} } @article {1976241, title = {Barriers to the Accommodation of People with Disabilities: An Examination of the Information Processing that Shapes Request Likelihood}, year = {2002}, month = {2002}, address = {Denver, CO}, keywords = {Management}, author = {Baldridge,David} } @article {1976246, title = {The Everyday ADA: The Influence of Requesters{\textquoteright} Assessments on Decisions to ask for Needed Accommodation}, year = {2002}, month = {2002}, address = {Denver CO}, keywords = {Management}, author = {Baldridge,David and Veiga,J. F.} } @article {1976251, title = {Paths to Success: Do Male and Female Managers Follow the Same Road?}, year = {2001}, month = {2001}, address = {Washington, D.C.}, keywords = {Management}, author = {Baldridge,David and Eddleston, K. A. and Veiga,J. F.} } @article {1976256, title = {Reading the Winds in Multinational Corporations: The Impact of Cultural Beliefs on Issue Selling Behavior}, year = {2001}, month = {2001}, address = {Washington, D.C.}, keywords = {Management}, author = {Baldridge,David and Ling,Y. and Floyd,S. F.} } @article {1968696, title = {Toward greater understanding of the willingness to request an accommodation: Can requesters{\textquoteright} beliefs disable the ADA?}, journal = {Academy of Management Review}, volume = {26}, year = {2001}, month = {2001}, pages = {85-99}, keywords = {Management}, author = {Baldridge,David and Veiga,J. F.} }