Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

By David J. G. Dwertmann, Stephan A. Boehm. 2016

156 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7bbe043fb7304ad57cd6084540471adcf59345fa

How researchers see this paper

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

In Gender Studies

1. Beth G. Chung
2. L. Shore
3. David C. Baldridge
4. M. Dean
5. Joy E. Beatty
6. Mukta Kulkarni
7. K. Ehrhart
8. Uma Kedharnath

In Organizational Behavior and Human Resource Management

1. Beth G. Chung
2. L. Shore
3. Amy E. Randel
4. M. Dean
5. K. Ehrhart
6. Stephan A. Boehm
7. David C. Baldridge
8. Jelena Zikic

In Sociology and Political Science

1. Beth G. Chung
2. M. Dean
3. L. Shore
4. K. Ehrhart
5. Uma Kedharnath
6. Stephan A. Boehm
7. Amy E. Randel

Citations in the corpus

• On the treatment of persons with disabilities in organizations: A review and research agenda (2018, methodology): “Longitudinal analyses using population-representative panel data might be promising in addressing many of the challenges of disability research noted by Dwertmann (2016).”
• Work Group Inclusion: Test of a Scale and Model (2020, background): “In addition, our findings show convergence with results found by Nishii (2013) and Dwertmann and Boehm (2016) that policies and practices that create an environment of inclusion can increase perceptions of inclusion and buffer against negative effects created by diversity (e.g., conflict).”