scholarly journals Hiring for Experience: Employer Attitudes Toward Credentials as Proof of Skills: Annotated Questionnaire

2021 ◽  
Author(s):  
Heather Tinsley-Fix ◽  
Jennifer Sauer
Keyword(s):  
Employer Attitudes

The battle over employers’ demand for “more flexibility”

2016 ◽  
Vol 38 (6) ◽  
pp. 886-906 ◽  
Author(s):  
Erling Rasmussen ◽  
Barry Foster ◽  
Deirdre Farr
Keyword(s):  
New Zealand ◽  
Survey Design ◽  
Postal Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Policy Makers ◽  
Content Type ◽  
Employer Attitudes ◽  
Legislative Changes ◽  
Employment Legislation

Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.

Attitudinal Barriers and Strategies for Overcoming Them

1983 ◽  
Vol 77 (6) ◽  
pp. 290-292 ◽  
Author(s):  
Judith M. Dixon
Keyword(s):  
Sex Role ◽  
Disabled Persons ◽  
Disability Benefit ◽  
Assertiveness Training ◽  
Employer Attitudes ◽  
Attitudinal Barriers ◽  
Sex Role Stereotyping ◽  
Training And Support ◽  
Visually Impaired Persons ◽  
To Receive

Women and disabled persons are both stigmatized by today's culture. In the general population, 58 percent of females are in the labor force; among blind or visually impaired persons, only 29 percent of females are employed or looking for work. One factor in this situation is the disincentive to work built into the disability benefit programs, although women are apt to receive a lower level of benefits than men. Other factors are employer attitudes toward blindness, and sex-role stereotyping. Major strategies for overcoming barriers include timely and accurate vocational preparation, assertiveness training, and support networks.

scholarly journals The Impact of Employer Attitude to Green Commuting Plans on Reducing Car Driving: A Mixed Method Analysis

2014 ◽  
Vol 26 (2) ◽  
pp. 109-119 ◽  
Author(s):  
Chuan Ding ◽  
Chao Liu ◽  
Yaoyu Lin ◽  
Yaowu Wang
Keyword(s):  
Co2 Emissions ◽  
Mixed Method ◽  
Latent Variables ◽  
Choice Model ◽  
Mode Choice ◽  
Car Ownership ◽  
Simultaneous Estimation ◽  
Model Parameters ◽  
Employer Attitudes ◽  
The Impact

Reducing car trips and promoting green commuting modes are generally considered important solutions to reduce the increase of energy consumption and transportation CO2 emissions. One potential solution for alleviating transportation CO2 emissions has been to identify a role for the employer through green commuter programs. This paper offers an approach to assess the effects of employer attitudes towards green commuting plans on commuter mode choice and the intermediary role car ownership plays in the mode choice decision process. A mixed method which extends the traditional discrete choice model by incorporating latent variables and mediating variables with a structure equation model was used to better understand the commuter mode choice behaviour. The empirical data were selected from Washington-Baltimore Regional Household Travel Survey in 2007-2008, including all the trips from home to workplace during the morning hours. The model parameters were estimated using the simultaneous estimation approach and the integrated model turns out to be superior to the traditional multinomial logit (MNL) model accounting for the impact of employer attitudes towards green commuting. The direct and indirect effects of socio-demographic attributes and employer attitudes towards green commuting were estimated. Through the structural equation modelling with mediating variable, this approach confirmed the intermediary nature of car ownership in the choice process. The results found in this paper provide helpful information for transportation and planning policymakers to test the transportation and planning policies effects and encourage green commuting reducing transportation CO2 emissions.

Employer attitudes toward hiring persons with disabilities in Armenia

2018 ◽  
Vol 41 (18) ◽  
pp. 2135-2142 ◽  
Author(s):  
Jonathon Breen ◽  
Farinaz Havaei ◽  
Cristina Pitassi
Keyword(s):  
Persons With Disabilities ◽  
Employer Attitudes

The Impact of a Brief Meeting on Employer Attitudes, Knowledge, and Intent to Hire

2019 ◽  
Vol 63 (3) ◽  
pp. 131-142
Author(s):  
Michele C. McDonnall ◽  
Karla Antonelli
Keyword(s):  
Visually Impaired ◽  
Primary Outcome ◽  
Relative Effectiveness ◽  
Educational Approach ◽  
Employer Attitudes ◽  
Hiring Managers ◽  
Employer Engagement ◽  
Workforce Innovation ◽  
The Impact

We evaluated the ability of an intervention that consisted of a one-on-one meeting between a vocational rehabilitation (VR) professional and an employer to improve employer attitudes, knowledge, and intent to hire people who are blind or visually impaired. We evaluated the relative effectiveness of two approaches (dual customer vs. educational) and the impact of the VR professionals’ vision status (blind or sighted) on our primary outcome measures and on interest in follow-up. Participants were 59 hiring managers employed by a large company who completed measures at three time points: pre, post, and 4-month follow-up. We found that, regardless of approach used or vision status of the VR professional, the intervention was successful at improving employers’ attitudes, knowledge, and intent to hire. The educational approach resulted in increases in knowledge that were retained at follow-up, while the dual customer approach did not. Improvements in intent to hire were not retained at follow-up, suggesting that ongoing contact with employers will be beneficial to positively impact the hiring of people who are blind or visually impaired. These findings are particularly relevant given the Workforce Innovation and Opportunity Act’s focus on employer engagement for VR agencies.

Employers' Attitudes Towards Hiring and Retaining People with Disabilities: A Review of the Literature

2013 ◽  
Vol 19 (1) ◽  
pp. 21-38 ◽  
Author(s):  
Jana Burke ◽  
Jill Bezyak ◽  
Robert T. Fraser ◽  
Joseph Pete ◽  
Nicole Ditchman ◽  
...  
Keyword(s):  
Work Performance ◽  
People With Disabilities ◽  
Demand Side ◽  
Affective Reactions ◽  
Attitudes Toward Disability ◽  
Individuals With Disabilities ◽  
Behavioural Intentions ◽  
Employer Attitudes ◽  
Positive Attitudes ◽  
Research Studies

This selective review provides an overview of salient research findings related to employers' attitudes towards disability and prospective influences on employers to improve employment outcomes of people with disabilities. Research studies included for review are mainly those which investigated employer attitudes towards disability as predispositions to hiring people with disability. Selected studies were classified into three categories including hiring and accommodating employees with disabilities, work performance, and affective reactions and behavioural intentions of employers. Excluded from the review were studies that investigated other factors influencing employer attitudes toward disability. Altogether 34 research studies from the period of 1987 until 2012 were included in the review. Primary databases for the review included ProQuest, Ebscohost, Lexus Nexus, ERICK Database and the Sage Sociology Collection. This review of the demand-side employment literature suggests employers hold relatively positive attitudes regarding individuals with disabilities. However, employer affective reactions and behavioural intentions of employers towards disability in the work setting were less positive and negatively impact hiring decisions, provision of accommodations and work performance appraisals. Employer attitudes represent an important demand-side factor impacting full participation in competitive employment for individuals with disabilities. While employers report generally positive attitudes toward disability, hiring practices may still be discriminatory. Use by rehabilitation professionals of demand-side strategies with employers would likely result in higher rates of work participation by people with disabilities.

scholarly journals Employer attitudes towards general health checks and HIV testing in the workplace

Public Health ◽  
2018 ◽  
Vol 156 ◽  
pp. 34-43 ◽  
Author(s):  
H. Blake ◽  
A. Banerjee ◽  
C. Evans
Keyword(s):  
Hiv Testing ◽  
General Health ◽  
Employer Attitudes ◽  
Health Checks
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