Responses to Informal Accommodation Requests from Employees with Disabilites: Multistudy Evidence on Willingness to Comply

By A. Florey, David A. Harrison. 2000

136 citations recorded by the source corpus.

Subfields: Accounting, Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5c8adca52c0163b29e4a8bd1ddd561d128b88646

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Impact of Anticipated Social Consequences on Recurring Disability Accommodation Requests (2006, background): “Moreover, greater resource demands in the form of money and imposition (i.e., time and effort) are associated with lower perceived legitimacy and undue harm to the employer (Florey & Harrison, 2000).”
Stigma and Acceptance of Persons With Disabilities (2004, result): “…are consistent with prior research on the relationship between onset controllability and acceptance, recommendations for promotion, and other organizational outcomes (Bordieri & Drehmer, 1988; Bordieri, Drehmer, & Comninel, 1988; Bordieri, Drehmer, & Taylor, 1997; Florey & Harrison, 2000).”
Maladaptive Personality at Work: Exploring the Darkness (2014, background): “Conceptual models of the likelihood of requesting and being granted accommodations under ADA exist and we refer readers to these sources for further discussion (e.g., Baldridge & Veiga, 2001, 2006, Florey & Harrison, 2000).”
On the treatment of persons with disabilities in organizations: A review and research agenda (2018, background): “Observers' perceptions were related to the fairness of accommodations (Carpenter & Paetzold, 2013; Florey & Harrison, 2000), observers' acceptance of and inclusive behavior toward persons with disabilities (McLaughlin et al., 2004; Nelissen et al., 2016), and hiring intentions (Araten-Bergman,…”
The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences. (2007, background): “They may have to work longer and harder to overcome inequity perceptions from peers or to justify their special status (e.g., Florey & Harrison, 2000 ).”
Diversity in organizations: Where are we now and where are we going? (2009, background): “A few studies have involved legal issues, including reactions to accommodation requests (Florey & Harrison, 2000), and organizational resources and procedures for providing accommodation (Unger & Kregel, 2003).”