A framework for disability in the new ways of working

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-06-01 DOI:10.1016/j.hrmr.2023.100954

Ive D. Klinksiek , Eline Jammaers , Laurent Taskin

引用次数: 1

Abstract

Organizations have been increasingly introducing new ways of working (NWW). Yet, it is still unclear how these new work practices (e.g. unassigned-desk policies; self-managing teams; telework) may affect the inclusion of people with disabilities (PWD). The framework developed in this paper theorizes the mechanisms through which NWW can enable or disable PWD's work outcomes (i.e. work-impairment coordination, perceptions of justice, isolation and privacy concerns). Additionally, we use the ideal worker concept to reason that, when combined, NWW practices create expectations for employees that can be incompatible with how PWD are often stereotypically perceived in the workplace. This article helps understand how NWW offer both opportunities and challenges for the socio-economic advancement of PWD and provides HR managers with specific recommendations to balance the enabling and disabling effects of the NWW.

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新工作方式中的残疾问题框架

组织越来越多地引入新的工作方式(NWW)。然而，目前尚不清楚这些新的工作实践(例如，无分配办公桌政策;自我管理团队;远程办公)可能会影响残疾人士的融入。本文提出的框架理论阐述了残疾人士工作成果(即工作障碍协调、对正义的看法、孤立和隐私问题)的机制。此外，我们使用理想员工的概念来推理，当结合起来时，NWW实践对员工的期望可能与工作场所对PWD的刻板印象不相容。本文旨在帮助了解西北西北地区如何为残疾人士的社会经济发展带来机遇和挑战，并为人力资源经理提供具体建议，以平衡西北西北地区的有利和不利影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.