OBSTACLES TO SUCCESS IN THE WORKPLACE FOR PEOPLE WITH DISABILITIES: A REVIEW AND RESEARCH AGENDA

Our objectives in this paper were to summarize research relevant to obstacles that people with disabilities (PWD) face in the workplace and to identify directions for future research on the topic. We included review, theoretical, and empirical articles in mainstream management journals and those in psychology or rehabilitation journals if they had clear workplace implications. We argue that obstacles identified in prior research may only partially reflect organizational reality. This is because of the heavy reliance on laboratory studies, which we urge researchers to replicate in organizational settings. Better understanding of obstacles will lead to more evidence-based solutions where the payoff is a less exclusionary world in which more individuals are provided opportunities to use their talent for the benefit of all. .Disability, Workplace obstacles, Review

Application of Non-Rated Line Officer Attrition Levels and Career Field Stability

The Air Force monitors the strength of its active duty officer force and attempts to achieve the difficult challenge of employing a diversity of talent among career specialties and experience levels. This study completes two objectives, predicting future manning levels for 23 career fields, and providing a statistical framework to assess the stability of these fields. The first part of the study applies regression and survival analysis to subpopulations within the active duty Air Force officer corps, and then aggregates them by year to forecast future personnel levels. Four career fields are considered, including Acquisitions (ACQ), Logistics (LOG), Support (SPT), and Non-Rated Operations (NRO). Based on the set of officers who commissioned within these career fields in 2014, this analysis predicts the number of personnel who will remain in each of these fields over the next 30 years. The rates depend on which factors have proven significant in each career field via a regression analysis and may include a combination of gender, commissioning source, prior enlisted service and/or Distinguished Graduate (DG) status at commissioning. The second part of the study measures the stability of career fields through calculation and comparison of the mean and standard deviation values for the coefficients of variation. These results can be applied to decrease personnel management costs and enhance understanding of officer behavioral patterns, thereby improving the way that USAF leadership manages its personnel

Non-Rated Air Force Line Officer Attrition Rates Using Survival Analysis

The Air Force structures its workforce around rank structure and work specialty codes (Air Force Specialty Codes (AFSCs)). The challenge is to grow and manage personnel to fill a variety of skill sets at a variety of ranks over a 20-30 year planning horizon. To ensure that the missions are accomplished while adhering to congressionally-mandated force allocations, the Air Force is continually attempting to \right size its force by maintaining the correct balance of personnel in each career field. The Air Force conducts its force structure management responsibility by comparing historical attrition rates to current manpower requirements for each AFSC to determine the \optimal number of officers needed in each accession yeargroup over a 30-year career. Personnel analysts aggregate the individual yeargroup numbers for each AFSC and call this a \sustainment line. In this study, logistic regression was used to determine which factors are significant to predicting non-rated Air Force line officer retention. The variables considered were commissioning yeargroup, gender, source of commission, number of years served as enlisted, career field grouping, and distinguished graduate at commissioning source and all six were significant. All of these factors are included in the survival analysis, which yielded a total of 99 unique survival functions to characterize officer attrition behavior. Each of the survival functions provides a more specific representation of historic behavior that can be used to predict and/or shape future behavior. To best present the data to decision-makers, the unique survival functions must be aggregated after being weighted according to the respective percentage of the populations they represent

Illinois Technograph v. 078, iss. 6 Mar. 1963

published or submitted for publicatio

Risk Propensity and Knowledge Sharing Intentions of Individuals in a Downsized Organization

Downsizing can be a traumatic event for any organization. Using Affective Events Theory (AET), this study examined how the emotional reactions of employees to downsizing can impact organizational outcomes. It concludes that the use of downsizing activities decreases organizational commitment while increasing perceived psychological contract violation. Further, it shows that these constructs have a respective positive and negative relationship with knowledge sharing behavior. It also concludes that these relationships hold true not only for individuals most vulnerable to downsizing, but also for those who the organization would consider immune to such actions. These results suggest that organizational downsizing activities not only negatively impact the emotional state of employees, but that such feelings translate into negative organizational outcomes and undesirable employee behavior. More importantly it shows that the negative effect of a downsizing event can impact an entire organization despite attempts to insulate most employees from these effects