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Conference
DSGN - Apparel Design

“Development of a civilian 3D hand scan database”

Despite the complexity of the human hand, most large-scale anthropometric data for the human hand includes minimal measurements. Anthropometric studies are expensive and time-consuming to conduct, and more efficient methods are needed to capture hand data and build large-scale civilian databases to impact product design and human factors analyses. A first of its kind large-scale 3D hand anthropometric database was the result of this study with 398 unique datasets. This database was created at minimal cost and time to researchers to improve accessibility to data and impact the design of products for hands.
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Bethany Juhnke, Colleen Gelhaus Pokorny, Linsey Griffin and Susan Sokolowski "Development of a civilian 3D hand scan database" Proceedings of the Human Factors and Ergonomics Society Annual Meeting 995-999 pages 2020

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Academic Journal
Management

“Different hats, different obligations: Plural occupational identities and situated moral judgments.”

It is well understood that moral identity substantially influences moral judgments. However, occupational identities are also replete with moral content, and individuals may have multiple occupational identities within a given work role (e.g., engineer-manager). Consequently, we apply the lenses of moral universalism and moral particularism to categorize occupational identities and explore their moral prescriptions. We present and test a model of occupational identities as implicitly-held and dynamically-activated knowledge structures, cued by context and containing associated content about the absolute and/or relationship-dependent moral obligations owed by the actor to stakeholders. Results from one field study and two situated experiments with dual-occupation individuals indicate that moral obligations embedded in occupational identities influence actors’ work-role moral judgments in a predictable and meaningful manner.
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Keith Leavitt, Scott Reynolds, Christopher Barnes, Pauline Schilpzand and Sean Hannah "Different hats, different obligations: Plural occupational identities and situated moral judgments." Academy of Management Journal 1316-1333 pages 2012 View on: Google Scholar

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Academic Journal
Management

“Disability, Gender and Race: Does Educational Attainment Reduce Earning Disparity for All or Just Some?”

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’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.
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David Baldridge, Mukta Kulkarni, Beatrix Eugster and Richard Dirmyer "Disability, Gender and Race: Does Educational Attainment Reduce Earning Disparity for All or Just Some?" Personnel Assessment and Decisions 90-99 pages 2019 View on: Google Scholar

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Academic Journal
Management

“Disability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does Leader-Member Exchange Quality Matter?”

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.
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Brent Lyons, David Baldridge, Liu Yang and Camellia Bryan "Disability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does Leader-Member Exchange Quality Matter?" Journal of Management Sage Journals 2023 View on: Google Scholar

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