The impact of ADA on the selection process: Applicant and organizational issues

被引：18

作者：

Stone, DL

Williams, KJ

机构：

[1] Department of Management, State University of New York-Albany, Albany

来源：

HUMAN RESOURCE MANAGEMENT REVIEW | 1997年 / 7卷 / 02期

关键词：

D O I：

10.1016/S1053-4822(97)90023-1

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

In this article we adopt a multiple stakeholder approach to examine the impact of ADA on the selection process. Specifically, we dissect the selection process into its component steps and for each step identify the potential impediments to hiring the disabled. In addition, we discuss the intended effects of the ADA, and its implications for organizations and job applicants. We also offer suggestions for research on ADA and selection in order to stimulate additional research on the topic.

引用

页码：203 / 231

页数：29

共 53 条

[1]

Anastasi A, 1997, Psychological Testing, V7th

[2]

[Anonymous], 1985, Standards for educational and psychological testing

[3]

[Anonymous], 1993, S W, DOI DOI 10.1002/9781119176626.CH17

[4]

[Anonymous], 1987, Canadian Journal of Rehabilitation

[5]

[Anonymous], J MANAGEMENT

[6] Selective self-stereotyping [J].

Biernat, M ;

Vescio, TK ;

Green, ML .

JOURNAL OF PERSONALITY AND SOCIAL PSYCHOLOGY, 1996, 71 (06) :1194-1209

[7]

BOLTON B, 1993, J BUSINESS PSYCHOL, V7, P359

[8]

BORDIERI JE, 1988, REHABIL COUNS BULL, V32, P140

[9]

Braddock D., 1994, GLASS CEILING PERSON

[10]

Brown Frederick G., 1983, Principles of educational and psychological testing, V3ed

← 1 2 3 4 5 6 →