02985nas a2200169   4500008004100000245010600041210006900147260005100216300001200267490000700279520231800286653001502604100002002619700002102639700001902660856013602679       2023                        eng d00aConceptualizing disability accommodation device acceptance by workgroups through a sociomaterial lens0 aConceptualizing disability accommodation device acceptance by wo  aHoward House Wagon Lane Bingley BD16 1WAc2023  a285-2990 v423 a<b>Purpose.</b> Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.<br>                                                                                                           <br><b>Design/methodology/approach.</b>                                                          The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (<i>n</i> ≈ 810).<br>                                                                                                           <br><b>Findings.</b>                                                              Entrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.<br>                                                                                                           <br><b>Originality/value.</b>                                                                First, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.10aManagement1 aKulkarni, Mukta1 aBaldridge, David1 aSwift, Michele  u/biblio/conceptualizing-disability-accommodation-device-acceptance-workgroups-through-sociomaterial02051nas a2200157   4500008004100000245013100041210006900172260000900241520141500250653001501665100001701680700002101697700001901718700002001737856013601757       2023                        eng d00aDisability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does Leader-Member Exchange Quality Matter?0 aDisability Severity Professional Isolation Perceptions and Caree  c20233 aEmployees with disability-related communication impairment often experience isolation from professional connections which can negatively affect their careers. Management research suggests that having lower quality leader relationships can be an obstacle to the development of professional connections for employees with disabilities. However, in this paper we suggest that lower quality LMX relationships may not be a uniform hurdle for the professional isolation of employees with disability-related communication impairment. Drawing on psychological disengagement theory, we predict that employees with more severe, rather than less severe, communication impairment develop resilience to challenges in lower quality LMX relationships by psychologically disengaging from professional connections and, in turn, bear fewer negative consequences of professional isolation on career outcomes. In two studies of deaf and hard of hearing employees, we find that in lower quality LMX relationships employees with more severe communication impairment perceive being less isolated than employees with less severe communication impairment, and, in turn, report better career outcomes. Overall, our findings suggest that employees with more severe communication impairment may be more effective in managing challenges to their perceived professional isolation and career outcomes when in lower quality LMX relationships.10aManagement1 aLyons, Brent1 aBaldridge, David1 aYang, Liu, Qin1 aBryan, Camellia  u/biblio/disability-severity-professional-isolation-perceptions-and-career-outcomes-when-does-leader00627nas a2200157   4500008004100000245011000041210006900151260001900220653001500239100001500254700001500269700001300284700002100297700001300318856013800331       2023                        eng d00aSupervisor incivility and counterproductive work behaviors: Does employee disability age of onset matter?0 aSupervisor incivility and counterproductive work behaviors Does   aMiami FLc202310aManagement1 aWolburg, F1 aTaylor, MR1 aYang, LQ1 aBaldridge, David1 aLyons, B  u/biblio/supervisor-incivility-and-counterproductive-work-behaviors-does-employee-disability-age-onset02553nas a2200157   4500008004100000245009500041210006900136260001800205520196400223653001502187100001502202700002002217700002102237700001902258856011802277       2022                        eng d00aEarnings of Persons with Disabilities: Who Earns More (Less) from Entrepreneurial Pursuit?0 aEarnings of Persons with Disabilities Who Earns More Less from E  aBingleyc20223 a<b>Earnings of Persons with Disabilities:</b><br><b>Who Earns More (Less) from </b><b>Entrepreneurial Pursuit?</b><br><b>Abstract.</b> Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.<br><b>Methodology. </b>We draw on social cognitive career theory (SCCT) and disability employment and entrepreneurship literatures to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. We then conduct analyses on the nationally representative sample of Canadian Survey on Disability including all PWD engaged in entrepreneurial pursuit and match each to an organizationally employed counterpart of the same gender and race, and of similar age and disability severity (n ≈ 810).<br><b>Findings.</b> Entrepreneurial pursuit has a stronger negative association with earnings of PWD who experience earlier disability onset ages, who report more unmet accommodation needs, and who are female.<br><b>Originality. </b>First, this study applies SCCT to help bridge literatures on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend understanding of entrepreneurial earnings among PWD by examining understudied disability and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.<br><b>Keywords. </b>disabilities, social cognitive career theory (SCCT), entrepreneurial pursuit, onset age, accommodation, disability origin10aManagement1 aYang, Yang1 aKulkarni, Mukta1 aBaldridge, David1 aKonrad, Alison  u/biblio/earnings-persons-disabilities-who-earns-more-less-entrepreneurial-pursuit00360nas a2200109   4500008004100000245003900041210003700080260002000117653001500137100002100152856007700173       2022                        eng d00aHearing Loss & Workplace Inclusion0 aHearing Loss Workplace Inclusion  aTampa, FLc202210aManagement1 aBaldridge, David  u/biblio/hearing-loss-workplace-inclusion00430nas a2200109   4500008004100000245005900041210005800100260002800158653001500186100002100201856009800222       2021                        eng d00aCareer and work adaptation after deafness/hearing loss0 aCareer and work adaptation after deafnesshearing loss  aNiagara Falls, NYc202110aManagement1 aBaldridge, David  u/biblio/career-and-work-adaptation-after-deafnesshearing-loss00563nas a2200145   4500008004100000245008800041210006900129260001800198653001500216100001300231700001300244700002100257700001400278856012500292       2021                        eng d00aCoworker Incivility, Loneliness and Work Outcomes: Does Relational Identity Matter?0 aCoworker Incivility Loneliness and Work Outcomes Does Relational  aVirtualc202110aManagement1 aZike, N.1 aYang, L.1 aBaldridge, David1 aLyons, B.  u/biblio/coworker-incivility-loneliness-and-work-outcomes-does-relational-identity-matter00610nas a2200145   4500008004100000245012900041210006900170260001800239653001500257100001400272700002100286700001200307700001700319856012800336       2021                        eng d00aDisability, professional isolation and career attitudes: The role of impairment severity and supervisor relationship quality0 aDisability professional isolation and career attitudes The role   aVirtualc202110aManagement1 aBryan, C.1 aBaldridge, David1 aYang, L1 aDirmeyer, R.  u/biblio/disability-professional-isolation-and-career-attitudes-role-impairment-severity-and00464nas a2200121   4500008004100000245006600041210006500107260000900172653001500181100002100196700002000217856010500237       2021                        eng d00aHow do people continue successful careers after hearing loss?0 aHow do people continue successful careers after hearing loss  c202110aManagement1 aBaldridge, David1 aKulkarni, Mukta  u/biblio/how-do-people-continue-successful-careers-after-hearing-loss00547nas a2200145   4500008004100000245008300041210006900124260001800193653001500211100001300226700001700239700002100256700001500277856010900292       2021                        eng d00aPersons with Disabilities: Who Earns More (Less) from Entrepreneurial Pursuit?0 aPersons with Disabilities Who Earns More Less from Entrepreneuri  aVirtualc202110aManagement1 aYang, Y.1 aKulkarni, M.1 aBaldridge, David1 aKonrad, A.  u/biblio/persons-disabilities-who-earns-more-less-entrepreneurial-pursuit00971nas a2200313   4500008004100000245009800041210006900139260001800208653001500226100001700241700002100258700001600279700001600295700001700311700001700328700001700345700001500362700002100377700001400398700001800412700001300430700001300443700001400456700001400470700001100484700001700495700001500512856013000527       2021                        eng d00aPresenter Symposium: Allies and detractors: Insights on disability inclusion in organizations0 aPresenter Symposium Allies and detractors Insights on disability  aVirtualc202110aManagement1 aKulkarni, M.1 aBaldridge, David1 aBruyere, S.1 aColella, A.1 aConnelly, C.1 aBonaccio, S.1 aGellatly, I.1 aBreier, C.1 aBaumgärtner, M.1 aBoehm, S.1 aNittrouer, N.1 aHebl, M.1 aKing, E.1 aLynch, J.1 aMitra, A.1 aXu, H.1 aVan Laer, K.1 aScholz, F.  u/biblio/presenter-symposium-allies-and-detractors-insights-disability-inclusion-organizations00636nas a2200205   4500008004100000245005900041210005800100260001700158653001500175100001700190700001500207700002100222700001700243700001400260700001800274700001700292700001500309700001500324856009100339       2021                        eng d00aThirty Years of the ADA: Current State and Way Forward0 aThirty Years of the ADA Current State and Way Forward  aVitualc202110aManagement1 aBonaccio, S.1 aFisher, S.1 aBaldridge, David1 aChandler, M.1 aDavis, C.1 aD’Mello, S.1 aKulkarni, M.1 aRyan, Ryan1 aSamosh, D.  u/biblio/thirty-years-ada-current-state-and-way-forward00469nas a2200121   4500008004100000245006400041210006300105260002300168653001500191100002100206700002000227856010000247       2020                        eng d00aBroadening our Sight: New Directions in Disability Research0 aBroadening our Sight New Directions in Disability Research  aVancouver BCc202010aManagement1 aBaldridge, David1 aKulkarni, Mukta  u/biblio/broadening-our-sight-new-directions-disability-research02051nas a2200145   4500008004100000245006700041210006600108260001700174520153800191653001501729100002001744700001701764700002101781856010301802       2020                        eng d00aChapter 12: Breaking Barriers by Patterning Employment Success0 aChapter 12 Breaking Barriers by Patterning Employment Success  aLondonc20203 aThe National Technical Institute for the Deaf (NTID), one of nine colleges at Rochester Institute of Technology (RIT, United States), is the first and largest technological college in the world for students who are deaf or hard of hearing (DHH) with cutting edge programs aimed at increasing the employability of DHH persons, and at enhancing readiness of employers to utilize this talent. In 1968, with a pilot group of 70 deaf students at RIT, NTID’s ‘grand experiment’ was the first attempt within the United States to bring large numbers of deaf students into a hearing college environment, to help them earn college degrees, gain successful employment, and become productive community members (Lang and Connor, 2001). As of 2017, NTID boasts an alumni body of more than 8,000 and an active enrollment of 1,413 students across NTID’s and RIT’s Associate, Bachelors, and Graduate programs (integrated with RIT). NTID students have a higher persistence and graduation rate as compared with the national rates for all students, hearing and otherwise, at two-year and four-year colleges (NTID Annual Report, 2015). NTID boasts an employment rate of 94 per cent among its graduates and Associate degree graduates earn 95 per cent more than DHH graduates from other post-secondary institutions, while Bachelor's degree graduates earn 178 per cent more when compared similarly (NTID by the Numbers, 2017). Overall, NTID has become an international model for educating and preparing DHH students for technology-related careers.10aManagement1 aKulkarni, Mukta1 aAtkins, Scot1 aBaldridge, David  u/biblio/chapter-12-breaking-barriers-patterning-employment-success01747nas a2200181   4500008004100000245010800041210006900149260000900218300001000227490000600237520117300243653001501416100002101431700002001452700002101472700002101493856005101514       2019                        eng d00aDisability, Gender and Race: Does Educational Attainment Reduce Earning Disparity for All or Just Some?0 aDisability Gender and Race Does Educational Attainment Reduce Ea  c2019  a90-990 v53 aWhile interest in research on persons with disabilities has grown steadily, these individuals continue to encounter workplace discrimination and remain marginalized and understudied. We draw on human capital and discrimination theories to propose and test hypotheses on the effects of educational attainment on earnings (in)equality for persons with disabilities and the moderating influence of gender and race using 885,950 records, including 40,438 persons with disabilities from the American Community Survey 2015. Consistent with human capital theory, we find that persons with disabilities benefit from greater educational attainment, yet consistent with disability discrimination theories, we find evidence that they are less likely to convert educational gains for master’s and higher degrees into earning gains, and consistent with theories on multiple sources of discrimination, we find that women with disabilities may be doubly disadvantaged. These results, however, are mixed and complex. Considering the importance of harnessing diverse talent in organizations, we outline implications for research and practice toward reducing workplace discrimination.10aManagement1 aBaldridge, David1 aKulkarni, Mukta1 aEugster, Beatrix1 aDirmyer, Richard  uhttps://scholarworks.bgsu.edu/pad/vol5/iss2/1101892nas a2200169   4500008004100000245012600041210006900167260000900236300001200245490000800257520133600265653001501601100002001616700001901636700002101655856004601676       2019                        eng d00aFostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability0 aFostering sustainable careers across the lifespan The role of di  c2019  a185-1980 v1123 aWhile scholars and practitioners are increasingly aware of the positive effect of idiosyncratic deals (i-deals) on employee attitudes, little is known about how i-deals might affect work and career outcomes for employees with disabilities, a marginalized and understudied group. The present study builds on Conservation of Resources (COR) theory to explain how i-deals might influence perceived work ability for employees with disabilities, and in turn, their turnover intentions. Furthermore, this study is the first to compare the experiences of employees with physical, psychological and no disabilities regarding these relationships. Our hypotheses are tested using field data from 19,770 employees working for a German federal agency. In brief, the negative direct effect of i-deals on turnover intentions is found to be stronger for employees with physical disabilities than for those without disabilities. Further, the results indicate a significant negative indirect effect of i-deals on turnover intentions through perceived work ability for all employee groups. As expected, we find that this indirect effect increases in magnitude when going from the condition having a physical disability or no disability to the condition having a psychological disability. Implications for research, theory and practice are discussed.10aManagement1 aBrzykcysg, Anna1 aBoehm, Stephan1 aBaldridge, David  uhttps://doi.org/10.1016/j.jvb.2019.02.00102071nas a2200169   4500008004100000245009600041210006900137260000900206520145800215653001501673100001601688700002101704700001901725700002001744700002201764856011501786       2019                        eng d00aOn the treatment of people with disabilities in organizations: A review and research agenda0 atreatment of people with disabilities in organizations A review   c20193 aHuman resource practitioners have a crucial role in promoting equitable treatment of persons with disabilities, and practitioner’s decisions should be guided by solid evidence-based research. We offer a systematic review of the empirical research on the treatment of persons with disabilities in organizations, using Stone and Colella’s (1996) seminal theoretical model of the factors influencing the treatment of persons with disabilities in work organizations, to ask: What does the available research reveal about workplace treatment of persons with disabilities, and what remains understudied? Our review of 88 empirical studies from management, rehabilitation, psychology, and sociology research highlights seven gaps and limitations in extant research: (1) implicit definitions of workplace treatment, (2) neglect of national context variation, (3) missing differentiation between disability populations, (4) over-reliance on available data sets, (5) predominance of single-source, cross-sectional data (6) neglect of individual differences and identities in the presence of disability, and (7) lack of specificity on underlying stigma processes. To support the development of more inclusive workplaces, we recommend increased research collaborations between human resource researchers and practitioners on the study of specific disabilities and contexts, and efforts to define and expand notions of treatment to capture more nuanced outcomes.10aManagement1 aBeatty, Joy1 aBaldridge, David1 aBöhm, Stephan1 aKulkarni, Mukta1 aColella, Adrienna  u/biblio/treatment-people-disabilities-organizations-review-and-research-agenda02348nas a2200157   4500008004100000245026000041210006900301260002000370520157500390653001501965100002101980700001602001700001902017700001602036856013802052       2018                        eng d00aPeople with disabilities:  Identity, stigmatization, accommodation, and intersection with gender and aging effects on employment opportunities. In Bendl, R., Bleijenbergh, I., Henttonen, E., & Mills, A. J., The Oxford Handbook of Diversity in Organisation0 aPeople with disabilities Identity stigmatization accommodation a  aOxford UKc20183 aDisability status continues to have a significant negative impact on employment outcomes, even in countries with nondiscrimination policies, and outcomes differ by gender and age.  These subpar outcomes can be linked to both environmental and psychological factors.  The design of jobs and workplaces often limits the ability of workers with disabilities to contribute to their fullest capacity.  Stigmatization on the basis of disability status reduces employer willingness to hire workers with disabilities and make reasonable accommodations to allow them to perform effectively.  Some research indicates that women, older workers and workers with disabilities tend to be labeled as unwilling or unable to perform in demanding paid work roles.  Age intersects with disability resulting in inappropriate attribution of disability status as “normal aging.”  Gender intersects with disability to result in lower labor force participation for women with disabilities compared to their male counterparts.  Exclusion and stigmatization create barriers to the development of a positive self-identity as a person with a disability, but such identity development can be empowering, creating a sense of pride and providing a basis for advocacy.  Considerably more research is needed to understand how the actions of organizations, leaders, and teams affect the employment outcomes of workers with disabilities and how impacts differ by gender and age.  But based upon extant knowledge, there are many actions employers can take to improve outcomes for this group of workers.10aManagement1 aBaldridge, David1 aBeatty, Joy1 aKonrad, Alison1 aMoore, Mark  u/biblio/people-disabilities-identity-stigmatization-accommodation-and-intersection-gender-and-aging-001085nas a2200133   4500008004100000245005500041210005500096260000900151520064400160653001500804100002400819700002100843856008700864       2018                        eng d00aWorkplace Experiences of Persons with Disabilities0 aWorkplace Experiences of Persons with Disabilities  c20183 aHuman Relations virtual special issue introduction: Workplace<br>experiences of persons with disabilities<br>Human Relations virtual special issues bring together and highlight related research on a<br>particular topic. Each collection is compiled and introduced by one of the journal’s editors;<br>here we have Catherine E Connelly alongside David Baldridge, Human Relations<br>Editorial Board member and author on this topic.<br>Readers can access our virtual special issue on Workplace experiences of persons<br>with disabilities here: https://journals.sagepub.com/page/hum/collections/virtual-special-issues/persons-with-disabilities10aManagement1 aConnelly, Catherine1 aBaldridge, David  u/biblio/workplace-experiences-persons-disabilities00546nas a2200169   4500008004100000245004800041210004800089260002100137653001500158100001600173700002100189700002100210700002000231700001900251700001600270856009000286       2017                        eng d00aBuilding GDO community through storytelling0 aBuilding GDO community through storytelling  aAtlanta GAc201710aManagement1 aCreed, Doug1 aKaram, Charlotte1 aBaldridge, David1 aAbelNour, Samer1 aHudson, Bryant1 aHenry, Ella  u/biblio/building-gdo-community-through-storytelling-000720nas a2200241   4500008004100000245004800041210004800089260002100137653001500158100001600173700002200189700002200211700002100233700002000254700001500274700001900289700001900308700001300327700001600340700001800356700001600374856008800390       2017                        eng d00aBuilding GDO community through storytelling0 aBuilding GDO community through storytelling  aAtlanta GAc201710aManagement1 aBeatty, Joy1 aIV, Oscar, Holmes1 aAtewologun, Doyin1 aBaldridge, David1 aBlancero, Donna1 aKing, Eden1 aKravitz, David1 aMcKay, Patrick1 aNg, Eddy1 aNishi, Lisa1 aRagins, Belle1 aWood, Geoff  u/biblio/building-gdo-community-through-storytelling00475nas a2200121   4500008004100000245006500041210006500106260002100171653001500192100002100207700002000228856010500248       2017                        eng d00aCareer Adaptation and Success after Adult Onset Hearing Loss0 aCareer Adaptation and Success after Adult Onset Hearing Loss  aAtlanta GAc201710aManagement1 aBaldridge, David1 aKulkarni, Mukta  u/biblio/career-adaptation-and-success-after-adult-onset-hearing-loss00361nas a2200109   4500008004100000245003800041210003800079260001800117653001500135100002100150856008000171       2017                        eng d00aCareer Success After Hearing Loss0 aCareer Success After Hearing Loss  aWebinarc201710aManagement1 aBaldridge, David  u/biblio/career-success-after-hearing-loss-002254nas a2200157   4500008004100000245006700041210006500108260000900173520175900182653001501941100002101956700001901977700001601996700001502012856006902027       2017                        eng d00aChildhood-onset disability, strong ties and employment quality0 aChildhoodonset disability strong ties and employment quality  c20173 aPurpose<br><br>Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-onset disabilities.<br>Design/methodology/approach<br><br>Questioning the current theoretical consensus that strong social ties are unimportant to employment quality, the authors draw on disability research and opportunity, motivation and ability social capital theory to propose a model of the impact of strong ties with family and friends on paid-work-hours and skill-utilization as well as the potential moderating role of gender and disability severity. The authors then test this model using data from 1,380 people with childhood-onset disabilities and OLS regression analysis.<br>Findings<br><br>As theorized, family-of-origin-size is positively associated with hours worked. Family-of-origin-size is also associated with having more close friends and children. These strong ties, in turn, are positively associated with hours worked. The impact of having more children on hours worked and skill-utilization, however, is positive for men but non-significant for women.<br>Originality/value<br><br>This study breaks new ground by focusing on the association between strong ties with family and friends and employment quality for people with childhood-onset disabilities – a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities.10aManagement1 aBaldridge, David1 aKonrad, Alison1 aMoore, Mark1 aYang, Yang  uhttps://www.emeraldinsight.com/doi/full/10.1108/EDI-11-2016-009300455nas a2200109   4500008004100000245007400041210006900115260002200184653001500206100002100221856010300242       2017                        eng d00aEnabling Inclusion: People With Disabilities Enriching the Workforce.0 aEnabling Inclusion People With Disabilities Enriching the Workfo  aDamonBrooksc201710aManagement1 aBaldridge, David  u/biblio/enabling-inclusion-people-disabilities-enriching-workforce00488nas a2200109   4500008004100000245009300041210006900134260000900203653001500212100002100227856013000248       2017                        eng d00aHearing Loss and Career Success: Refining Yourself, Your Career, and Your Social Network0 aHearing Loss and Career Success Refining Yourself Your Career an  c201710aManagement1 aBaldridge, David  u/biblio/hearing-loss-and-career-success-refining-yourself-your-career-and-your-social-network00569nas a2200133   4500008004100000245009800041210006900139260002100208653001500229100001800244700001900262700002100281856013300302       2017                        eng d00aI-deals, Work Ability and Turnover Intention: Toward Greater Understanding of Disability Type0 aIdeals Work Ability and Turnover Intention Toward Greater Unders  aAtlanta GAc201710aManagement1 aBrzykey, Anna1 aBoehm, Stephan1 aBaldridge, David  u/biblio/i-deals-work-ability-and-turnover-intention-toward-greater-understanding-disability-type00570nas a2200133   4500008004100000245010200041210006900143260002100212653001500233100001800248700001900266700002100285856013000306       2017                        eng d00aIdiosyncratic Deals, Workability and Turnover Intentions: Understanding Disability Type Influence0 aIdiosyncratic Deals Workability and Turnover Intentions Understa  aOrlando FLc201710aManagement1 aBrzykcy, Anna1 aBoehm, Stephan1 aBaldridge, David  u/biblio/idiosyncratic-deals-workability-and-turnover-intentions-understanding-disability-type01536nas a2200133   4500008004100000245005700041210005300098260000900151520112100160653001501281100002101296700002001317856006501337       2017                        eng d00aThe Shaping of Sustainable Careers Post Hearing Loss0 aShaping of Sustainable Careers Post Hearing Loss  c20173 aThrough this interview-based study with 40 respondents in the United States we have outlined enablers of career transitions and sustainable careers for professionals who have experienced severe hearing loss as adults. To sustain careers after adult onset disability, respondents engaged in a quest for meaning and big picture answers to ‘who am I?’ and ‘am I still successful?’ This included redefining themselves – e.g. I am now both a person with a disability (disability identity) and a successful professional (professional identity) – and career success (e.g. now I care about service to society as much as I care about material artifacts). Respondents also adopted new work roles where disability was a key to success (e.g. becoming an equal employment officer) and utilized social networks to continue being successful. Such redefining of work and networks supported the aforesaid quest for meaning and big picture answers. Findings not only indicate how individuals experience career success after a life-changing event but also help defamiliarize extant notions of ableism in workplace contexts.10aManagement1 aBaldridge, David1 aKulkarni, Mukta  uhttp://journals.sagepub.com/doi/abs/10.1177/001872671668738800442nas a2200121   4500008004100000245005700041210005300098260002100151653001500172100002100187700002000208856009200228       2017                        eng d00aTHE SHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS0 aSHAPING OF SUSTAINABLE CAREERS POST HEARING LOSS  aOrlando FLc201710aManagement1 aBaldridge, David1 aKulkarni, Mukta  u/biblio/shaping-sustainable-careers-post-hearing-loss-000588nas a2200145   4500008004100000245009000041210006900131260002100200653001500221100002000236700002100256700002200277700001800299856012500317       2017                        eng d00aWithheld Disability Accommodation requests, perceived integration, and desire to stay0 aWithheld Disability Accommodation requests perceived integration  aOrlando FLc201710aManagement1 aDurban, Colleen1 aBaldridge, David1 aHouston, Lawrence1 aYang, Liu-Qin  u/biblio/withheld-disability-accommodation-requests-perceived-integration-and-desire-stay00589nas a2200145   4500008004100000245008900041210006900130260002100199653001500220100002000235700002100255700002200276700001800298856012700316       2017                        eng d00aWithheld Disability Accommodation Requests, Perceived Integration and Desire to Stay0 aWithheld Disability Accommodation Requests Perceived Integration  aOrlando FLc201710aManagement1 aDurban, Colleen1 aBaldridge, David1 aHouston, Lawrence1 aYang, Liu-Qin  u/biblio/withheld-disability-accommodation-requests-perceived-integration-and-desire-stay-000493nas a2200121   4500008004100000245007200041210006900113260002200182653001500204100001900219700002100238856011200259       2016                        eng d00aDisability Accommodation and Equal Career Advancement Opportunities0 aDisability Accommodation and Equal Career Advancement Opportunit  aAnaheim, CAc201610aManagement1 aSwift, Michele1 aBaldridge, David  u/biblio/disability-accommodation-and-equal-career-advancement-opportunities00633nas a2200133   4500008004100000245015600041210006900197260002200266653001500288100001900303700002100322700002100343856013500364       2016                        eng d00aToward Greater Understanding of the relationship between Organizational Contribution and Relative Subjective Age for Employees with Health Restrictions0 aToward Greater Understanding of the relationship between Organiz  aAnaheim, CAc201610aManagement1 aBöhm, Stephan1 aBourorvoi,Kirill1 aBaldridge, David  u/biblio/toward-greater-understanding-relationship-between-organizational-contribution-and-relative00346nas a2200109   4500008004100000245003500041210003500076260001900111653001500130100002100145856007000166       2016                        eng d00aWorking with Cochlear Implants0 aWorking with Cochlear Implants  aPortlandc201610aManagement1 aBaldridge, David  u/biblio/working-cochlear-implants00505nas a2200121   4500008004100000245008600041210006900127260000900196653001500205100002100220700001900241856012300260       2015                        eng d00aAge and Assessments of Disability Accommodation Request Normative Appropriateness0 aAge and Assessments of Disability Accommodation Request Normativ  c201510aManagement1 aBaldridge, David1 aSwift, Michele  u/biblio/age-and-assessments-disability-accommodation-request-normative-appropriateness01443nas a2200169   4500008004100000245003200041210003000073260001900103520097900122653001501101100002101116700001601137700001901153700002001172700001601192856006501208       2015                        eng d00aPersons with (dis)Abilities0 aPersons with disAbilities  aNew Yorkc20153 aThis chapter examines workplace discrimination faced by persons with (dis)abilities. It begins by discussing usage, meaning, and effects of the word “disability” and the related term “persons with disabilities.” It then considers the diversity of conditions and experiences among persons with (dis)abilities by reviewing extant research on people with five common disabling conditions (i.e., mobility, seeing, hearing, chronic illness, and psychiatric conditions). It also examines the importance of national context by taking a closer look at research on the experiences of people with (dis)abilities in five nations (i.e., United States, Canada, Germany, India, and China). By separately highlighting extant research on a few common conditions and nations, the chapter’s intent is to show the need for more research on specific conditions in specific work and national contexts, as well as the need for research integrating and summarizing these focused studies.10aManagement1 aBaldridge, David1 aBeatty, Joy1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark  u/biblio/persons-disabilities00367nas a2200109   4500008004100000245004000041210004000081260002300121653001500144100002100159856007700180       2015                        eng d00aResearch on Hearing Loss and Salary0 aResearch on Hearing Loss and Salary  aScotsdale AZc201510aManagement1 aBaldridge, David  u/biblio/research-hearing-loss-and-salary00645nas a2200157   4500008004100000245010200041210006900143260003700212653001500249100002100264700001900285700001900304700002000323700001600343856012800359       2014                        eng d00aAdvancing Research on Discrimination: The Contextual Meanings and Effects of the Word "Disability0 aAdvancing Research on Discrimination The Contextual Meanings and  aPhiladelphia, Pennsylvaniac201410aManagement1 aBaldridge, David1 aBeatty, Joy, E1 aBöhm, Stephan1 aKulkarni, Mukta1 aMoore, Mark  u/biblio/advancing-research-discrimination-contextual-meanings-and-effects-word-disability-000406nas a2200133   4500008004100000245003800041210003800079260002400117300001000141490000700151653001500158100002100173856007800194       2014                        eng d00aCareer Success After Hearing Loss0 aCareer Success After Hearing Loss  aBerthesda, MDc2014  a12-160 v3510aManagement1 aBaldridge, David  u/biblio/career-success-after-hearing-loss01696nas a2200145   4500008004100000245007700041210006900118260000900187520117000196653001501366100001901381700002101400700002001421856010901441       2014                        eng d00aToward Greater Understanding of the Pernicious Effects of Workplace Envy0 aToward Greater Understanding of the Pernicious Effects of Workpl  c20143 aDespite the fact that envy has been widely viewed as the most pernicious and organizational dysfunctional workplace emotion, research has ignored envy’s longer-term, chronic consequences. This oversight can largely be attributed to over reliance on the relatively static affective events framework that does not account for how envy-eliciting events can threaten an individual’s social standing or trigger emotional schema from previous events. Hence, we propose an extension of this framework in order to address these shortcomings and in order to more fully account for the cumulative effects of prior envy-eliciting events. In particular, by integrating insights from social comparison and emotional schema theories into the current framework, we offer a deeper, more fine-grained explanation for the accumulation of envious feelings and their longer-term, chronic consequences. We believe that these additional insights will offer a perspective, both for researchers and practitioners alike, into how envy-eliciting events can result in more malicious and chronic, dysfunctional outcomes over time. Future research and managerial implications are discussed.10aManagement1 aVeiga, John, F1 aBaldridge, David1 aMarkoczy, Livia  u/biblio/toward-greater-understanding-pernicious-effects-workplace-envy-000518nas a2200121   4500008004100000245009300041210006900134260002100203653001500224100002100239700001600260856012000276       2014                        eng d00aThe Workplace, the Law and Behavioral Responses: Strategies for Effective Self- advocacy0 aWorkplace the Law and Behavioral Responses Strategies for Effect  aAustin, TXc201410aManagement1 aBaldridge, David1 aWaldo, John  u/biblio/workplace-law-and-behavioral-responses-strategies-effective-self-advocacy-000817nas a2200205   4500008004100000245015600041210006900197260001800266653001500284100002100299700002200320700002100342700002400363700002100387700001700408700001600425700001900441700001600460856013500476       2013                        eng d00aPanel Symposium Submission # Advancing the Research on Stereotypes in the Management Field: What is Shared and What is Different Across Diverse Groups?0 aPanel Symposium Submission Advancing the Research on Stereotypes  aOrlandoc201310aManagement1 aBaldridge, David1 avan Esch, Chantal1 aSugiyama, Keimei1 aPhillips, Katherine1 aBilimoria, Diana1 aKulik, Carol1 aCase, Susan1 aShih, Margaret1 aHall, Erika  u/biblio/panel-symposium-submission-advancing-research-stereotypes-management-field-what-shared-and02036nas a2200157   4500008004100000245011000041210006900151260000900220300001200229490000700241520154200248653001501790100002101805700001901826856003301845       2013                        eng d00aWithholding Requests For Disability Accommodation: The Influence Of Individual And Situational Attributes0 aWithholding Requests For Disability Accommodation The Influence   c2013  a743-7620 v393 aPrior research suggests that people with disabilities often do not request needed workplace accommodations, though relatively few studies address which factors influence the extent of such potentially self-limiting behavior. Drawing on workplace disability, help seeking, and social identity literature, this study proposes and tests a model of request withholding frequency using survey data from 279 people with hearing impairments. Consistent with expectations, older employees withheld requests less frequently; however, there was no main effect of gender. Moreover, the strength of the relationship between age and request withholding frequency was significantly weaker when the disability was more severe and when the age of disability onset was earlier. Similarly, disability severity influenced the strength of the relationship between gender and request withholding frequency, though the age of disability onset did not. These findings are consistent with social identity theory, in that those individual differences and disability attributes that shape social identities also appear to affect decisions to request disability accommodation. In practical terms, managers need to not only be supportive of disability accommodation requests but also recognize that some employees, such as young persons with disabilities, may need even more support, and support in a form that affirms or minimizes threats to other salient identities, such as their youth. Additional implications for management research and practice are discussed.10aManagement1 aBaldridge, David1 aSwift, Michele  udoi:10.1177/014920631039637500516nas a2200109   4500008004100000245010400041210006900145260002300214653001500237100002100252856013300273       2012                        eng d00aFrom Self-Advocacy to Self-Leadership: Getting the Help you Need While Building your Social Capital0 aFrom SelfAdvocacy to SelfLeadership Getting the Help you Need Wh  aHonolulu, HIc201210aManagement1 aBaldridge, David  u/biblio/self-advocacy-self-leadership-getting-help-you-need-while-building-your-social-capital-001460nas a2200181   4500008004100000245010000041210006900141260000900210300001400219490000600233520090600239653001501145653003201160100001401192700002101206700001801227856003301245       2012                        eng d00aThe impact of family structure on issue selling by successor generation members in family firms0 aimpact of family structure on issue selling by successor generat  c2012  a220–2270 v33 aInput from members of the successor generation to the incumbent leader of the business is important to<br>family firms that desire to grow into multi-generational entities. Although researchers have examined<br>upward influence behavior in general, there is a dearth of studies discussing this phenomenon as it<br>relates to family firms. In this paper, we seek to fill this gap by focusing on issue selling behavior—one of<br>the fundamental ways the successor generation pursues upward influence. Issue selling is defined as a<br>discretionary behavior used to direct top managers’ attention toward important issues. Specifically, by<br>integrating the extant issue selling literature with research on the impact of family structure on family<br>decision-making, we help explain the strength of successor generation members’ intentions to sell issues<br>and their choice of selling strategies.10aManagement10aStrategy & Entrepreneurship1 aLing, Yan1 aBaldridge, David1 aCraig, Justin  uwww.elsevier.com/locate/jfbs00391nas a2200109   4500008004100000245004600041210004500087260002500132653001500157100002100172856008800193       2012                        eng d00aPositive Self-Advocacy and Career Success0 aPositive SelfAdvocacy and Career Success  aProvidence, RIc201210aManagement1 aBaldridge, David  u/biblio/positive-self-advocacy-and-career-success-100611nas a2200133   4500008004100000245014800041210006900189260001700258653001500275100002100290700001600311700001900327856013100346       2012                        eng d00aWorkplace Inclusion of People with Disabilities: Toward Greater Understanding of the Role of Disability Attributes, Social Support and Barriers0 aWorkplace Inclusion of People with Disabilities Toward Greater U  aBostonc201210aManagement1 aBaldridge, David1 aMoore, Mark1 aKonrad, Alison  u/biblio/workplace-inclusion-people-disabilities-toward-greater-understanding-role-disability-000393nas a2200109   4500008004100000245004600041210004500087260002700132653001500159100002100174856008800195       2011                        eng d00aPositive Self-Advocacy and Career Success0 aPositive SelfAdvocacy and Career Success  aIndianapolis, INc201110aManagement1 aBaldridge, David  u/biblio/positive-self-advocacy-and-career-success-200573nas a2200121   4500008004100000245012300041210006900164260002600233653001500259100002100274700001900295856013700314       2011                        eng d00aWork Context and People with Disabilities Expectations Regarding Compliance with Requests for Disability Accommodation0 aWork Context and People with Disabilities Expectations Regarding  aSan Antonio, TXc201110aManagement1 aBaldridge, David1 aSwift, Michele  u/biblio/work-context-and-people-disabilities-expectations-regarding-compliance-requests-disability-000597nas a2200145   4500008004100000245009300041210006900134260002500203653001500228653003200243100001400275700002100289700001800310856012300328       2010                        eng d00aToward An Understanding Of Issue Selling By Successor Generation Members In Family Firms0 aToward An Understanding Of Issue Selling By Successor Generation  aCancun, Mexicoc201010aManagement10aStrategy & Entrepreneurship1 aLing, Yan1 aBaldridge, David1 aCraig, Justin  u/biblio/toward-understanding-issue-selling-successor-generation-members-family-firms-000579nas a2200121   4500008004100000245013600041210006900177260001900246653001500265100002100280700001900301856013700320       2010                        eng d00aToward Greater Understanding Of The Impact Of Receiving Accommodation On A Disabled Employee’s Team-Member Exchange Relationships0 aToward Greater Understanding Of The Impact Of Receiving Accommod  aMontrealc201010aManagement1 aBaldridge, David1 aSwift, Michele  u/biblio/toward-greater-understanding-impact-receiving-accommodation-disabled-employees-team-member-000547nas a2200121   4500008004100000245011100041210006900152260002000221653001500241100002100256700001900277856012900296       2010                        eng d00aWithholding Requests For Disability Accommodation:  The Influence Of Individual And Situational Attributes0 aWithholding Requests For Disability Accommodation The Influence   aSan Diegoc201010aManagement1 aBaldridge, David1 aSwift, Michele  u/biblio/withholding-requests-disability-accommodation-influence-individual-and-situational-100549nas a2200145   4500008004100000245006500041210006400106260002600170653001500196653003200211100002100243700001800264700002000282856010100302       2008                        eng d00aDisabled Enterpreneurs: A Model of Entrepreneurial Intention0 aDisabled Enterpreneurs A Model of Entrepreneurial Intention  aChapel Hill, NCc200810aManagement10aStrategy & Entrepreneurship1 aBaldridge, David1 aDibrell, Clay1 aNeubaum, Donald  u/biblio/disabled-enterpreneurs-model-entrepreneurial-intention-001759nas a2200181   4500008004100000245009000041210006900131260002700200300001400227490001200241520110000253653001501353653003201368100002101400700001801421700002001439856011801459       2008                        eng d00aA Model Of Entrepreneurial Intentions Within The Persons With Disabilities Population0 aModel Of Entrepreneurial Intentions Within The Persons With Disa  aChapel Hill, NC.c2008  aArticle 40 vVol. 283 aWhile self-employment presents many challenges, an entrepreneurial path for a person with a<br>disability can mean the difference between unemployment or severe underemployment and a truly<br>exceptional and prosperous career. Recent research highlights the importance of entrepreneurial<br>intentions (i.e., the interest of a person in starting, acquiring or buying a business) as a precursor<br>to entrepreneurial behavior (Zhao et al., 2005). Further, entrepreneurial self-efficacy (Zhao et al.,<br>2005), defined as the level of confidence individuals have to identify new opportunities, create<br>products, think creatively, or commercialize an idea, is positively associated with entrepreneurial<br>intention. In reviewing the literature on people with disabilities, however, we find reason to believe<br>that this model does not fully explain the entrepreneurial activities of persons with disabilities.<br>Thus, we integrate the literatures on entrepreneurship and people with disabilities to propose a<br>refined model. A few of the propositions offered by our model are included below.10aManagement10aStrategy & Entrepreneurship1 aBaldridge, David1 aDibrell, Clay1 aNeubaum, Donald  u/biblio/model-entrepreneurial-intentions-within-persons-disabilities-population-000599nas a2200145   4500008004100000245010100041210006900142260000900211653001500220653003200235100001800267700002100285700002000306856012700326       2008                        eng d00aA Model Of The Impact Of Disability Attributes On Career Utility And Entrepreneurial Intentions.0 aModel Of The Impact Of Disability Attributes On Career Utility A  c200810aManagement10aStrategy & Entrepreneurship1 aDibrell, Clay1 aBaldridge, David1 aNeubaum, Donald  u/biblio/model-impact-disability-attributes-career-utility-and-entrepreneurial-intentions-000561nas a2200145   4500008004100000245007600041210006900117260002200186653001500208653003200223100001400255700002100269700001800290856010700308       2008                        eng d00aToward A Model Of Issue Selling By Successor Generation In Family Firms0 aToward A Model Of Issue Selling By Successor Generation In Famil  aAnaheim, CAc200810aManagement10aStrategy & Entrepreneurship1 aYan, Ling1 aBaldridge, David1 aCraig, Justin  u/biblio/toward-model-issue-selling-successor-generation-family-firms-000500nas a2200145   4500008004100000245005200041210005200093260002300145653001500168653003200183100001400215700002100229700001800250856008600268       2008                        eng d00aToward a Model of Issue Selling in Family Firms0 aToward a Model of Issue Selling in Family Firms  aAlberta, CANc200810aManagement10aStrategy & Entrepreneurship1 aLing, Yan1 aBaldridge, David1 aCraig, Justin  u/biblio/toward-model-issue-selling-family-firms-000475nas a2200145   4500008004100000245005900041210005600100260000900156300001200165490000700177653001500184100001400199700002100213856009500234       2007                        eng d00aEmail Recipients’ Impressions of Senders Likeability0 aEmail Recipients Impressions of Senders Likeability  c2007  a137-1600 v4410aManagement1 aByron, K.1 aBaldridge, David  u/biblio/email-recipients-impressions-senders-likeability-001237nas a2200157   4500008004100000245009700041210006900138260000900207300001200216490000700228520066100235653001500896100002100911700001800932856012900950       2006                        eng d00aThe Impact of Anticipated Social Consequences on Recurring Disability Accommodation Requests0 aImpact of Anticipated Social Consequences on Recurring Disabilit  c2006  a158-1790 v323 aThe Americans with Disabilities Act of 1990 (ADA) has not achieved its potential, in part, because those it sought to help have shown a reluctance to request accommodations. Using survey data from 229 hearing-impaired employees and an expert panel, logistic regression confirmed that monetary costs and impositions on others negatively influence the likelihood of requesting recurring accommodations. Furthermore, monetary costs and impositions on others negatively influence the requester's assessments of the social consequences of making such requests. These consequences, in turn, can also negatively influence future disability accommodation requests.10aManagement1 aBaldridge, David1 aVeiga, J., F.  u/biblio/impact-anticipated-social-consequences-recurring-disability-accommodation-requests-002037nas a2200169   4500008004100000245009400041210006900135260000900204300001200213490000700225520144200232653001501674100002101689700002201710700001801732856011701750       2006                        eng d00aSaying "no" to being uprooted: The impact of family and gender on willingness to relocate0 aSaying no to being uprooted The impact of family and gender on w  c2006  a131-1490 v793 aAlthough career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age (± 5 years), yet differed in gender ” resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse's contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse's and children's community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender ” that is, women managers are less willing to relocate ” we also found that gender interacts with family attributes to further dampen a woman's willingness to relocate.10aManagement1 aBaldridge, David1 aEddleston, K., A.1 aVeiga, J., F.  u/biblio/saying-no-being-uprooted-impact-family-and-gender-willingness-relocate-000541nas a2200121   4500008004100000245010500041210006900146260001800215653001500233100002100248700001900269856013100288       2006                        eng d00aToward Greater Understanding of the Impact of Disabilities on Workplace Isolation & Career Outcomes.0 aToward Greater Understanding of the Impact of Disabilities on Wo  aAtlantac200610aManagement1 aBaldridge, David1 aVeiga, John, F  u/biblio/toward-greater-understanding-impact-disabilities-workplace-isolation-career-outcomes-001996nas a2200169   4500008004100000245009000041210006900131260000900200300001200209490000700221520141000228653001501638100001301653700001801666700002101684856012101705       2005                        eng d00aToward a model of issue-selling by subsidiary managers in multinational organizations0 aToward a model of issueselling by subsidiary managers in multina  c2005  a637-6540 v363 aIn multinational organizations, local market responsiveness is critical to the development of effective strategies. This responsiveness is expected to occur in part as the result of upward influence from local subsidiary managers, who represent the local culture and shift relevant priorities accordingly. Issue-selling ” defined as directing top management's attention to particular issues and helping them understand such issues ” is one important way in which subsidiary managers pursue upward influence. The purpose of this paper is to help multinational organizations better facilitate and exploit potentially valuable input from local subsidiary managers. To do so, we propose an acculturated view of issue-selling. More specifically, we argue that subsidiary managers socialized by different national cultures vary: (1) in the extent to which their intention to sell issues is influenced by various contextual cues; and (2) in their choice of selling strategies. These theoretical differences suggest that local subsidiary managers from different cultures will differ in the way they approach issue-selling and, in turn, in the way they influence the strategy-making process. The discussion traces the implications of this line of reasoning for future research on the influence of local subsidiary managers and, more generally, for research on the cultural embeddedness of the strategy process.10aManagement1 aLing, Y.1 aFloyd, S., W.1 aBaldridge, David  u/biblio/toward-model-issue-selling-subsidiary-managers-multinational-organizations-000426nas a2200109   4500008004100000245005800041210005800099260003100157653001500188100002100203856009200224       2005                        eng d00aToward a Model of Nonverbal Cues and Emotion in Email0 aToward a Model of Nonverbal Cues and Emotion in Email  aBriarcliff Manor, NYc200510aManagement1 aBaldridge, David  u/biblio/toward-model-nonverbal-cues-and-emotion-email-100527nas a2200109   4500008004100000245010300041210006900144260003200213653001500245100002100260856013600281       2005                        eng d00aWithholding Accommodation Requests: The Role of Workgroup Supportiveness and Requester Attributes.0 aWithholding Accommodation Requests The Role of Workgroup Support  aBriarcliff Manor, NY.c200510aManagement1 aBaldridge, David  u/biblio/withholding-accommodation-requests-role-workgroup-supportiveness-and-requester-attributes-101913nas a2200169   4500008004100000245014900041210006900190260000900259300001400268490000700282520124500289653001501534100002101549700001801570700001701588856013801605       2004                        eng d00aAre managers from Mars and academicians from Venus? Toward an understanding of the relationship between academic quality and practical relevance0 aAre managers from Mars and academicians from Venus Toward an und  c2004  a1063-10740 v253 aIn this paper, we propose a positive relationship between the academic quality and practical relevance of management research. The basis for this is the idea that academicians and practitioners both value research that is interesting and justified - meaning research that challenges and extends existing beliefs and research that offers compelling evidence for its conclusions. We acknowledge that there are likely to be many cases where academicians and practitioners disagree on what is interesting and justified. We argue, however, that there are also likely to be cases where the judgments of the two groups converge. Results from a stratified, random sample of 120 publications are consistent with this argument - showing a positive correlation between an objective measure of an article's academic quality and expert panel ratings of its practical relevance. The analysis also shows positive associations between panel members' global assessment of relevance and ratings of an article's interestingness and justification. These results lend support to the hypothesized overlap, but leave room for considerable difference in the way practitioners and academicians evaluate management research. Copyright © 2004 John Wiley & Sons, Ltd.10aManagement1 aBaldridge, David1 aFloyd, S., W.1 aMackoczy, L.  u/biblio/are-managers-mars-and-academicians-venus-toward-understanding-relationship-between-academic-001631nas a2200169   4500008004100000245008500041210006900126260000900195300001200204490000700216520104400223653001501267100002201282700002101304700001801325856011801343       2004                        eng d00aToward modeling the predictors of managerial career success: does gender matter?0 aToward modeling the predictors of managerial career success does  c2004  a360-3850 v193 aAlthough research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career-related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman's sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.10aManagement1 aEddleston, K., A.1 aBaldridge, David1 aVeiga, J., F.  u/biblio/toward-modeling-predictors-managerial-career-success-does-gender-matter-001217nas a2200169   4500008004100000245008800041210006900129260000900198300001200207490000700219520062100226653001500847100001800862700002100880700002200901856012400923       2004                        eng d00aToward understanding employee reluctance to participate in family-friendly programs0 aToward understanding employee reluctance to participate in famil  c2004  a337-3510 v143 aDespite the fact that many organizations have implemented family-friendly programs to meet the needs of today's diverse workforce, employees have been reluctant to use them. Drawing on the theories of planned behavior, help-seeking, and distributive justice, we propose a framework that focuses initially on the more proximal factors that influence an employee's likelihood of participating in such programs. We then examine the role of organization-based situational characteristics in shaping both personal and normative assessments and describe the implications of our framework for researchers and practitioners.10aManagement1 aVeiga, J., F.1 aBaldridge, David1 aEddleston, K., A.  u/biblio/toward-understanding-employee-reluctance-participate-family-friendly-programs-000535nas a2200121   4500008004100000245009700041210006900138260002200207653001500229100002100244700001800265856013000283       2003                        eng d00aAnticipated Consequences and Decisions to Request Accommodation: The Requester's Perspective0 aAnticipated Consequences and Decisions to Request Accommodation   aSeattle, WAc200310aManagement1 aBaldridge, David1 aVeiga, J., F.  u/biblio/anticipated-consequences-and-decisions-request-accommodation-requesters-perspective-100558nas a2200133   4500008004100000245010300041210006900144260002200213653001500235100002100250700001300271700001800284856012200302       2003                        eng d00aMaking the Most of Global Reach: Toward a Model of the Impact of National Culture on Issue Selling0 aMaking the Most of Global Reach Toward a Model of the Impact of   aSeattle, WAc200310aManagement1 aBaldridge, David1 aLing, Y.1 aFloyd, S., F.  u/biblio/making-most-global-reach-toward-model-impact-national-culture-issue-selling-000547nas a2200109   4500008004100000245013900041210006900180260002100249653001500270100002100285856013100306       2002                        eng d00aBarriers to the Accommodation of People with Disabilities: An Examination of the Information Processing that Shapes Request Likelihood0 aBarriers to the Accommodation of People with Disabilities An Exa  aDenver, COc200210aManagement1 aBaldridge, David  u/biblio/barriers-accommodation-people-disabilities-examination-information-processing-shapes-000541nas a2200121   4500008004100000245010800041210006900149260002000218653001500238100002100253700001800274856012700292       2002                        eng d00aThe Everyday ADA: The Influence of Requesters' Assessments on Decisions to ask for Needed Accommodation0 aEveryday ADA The Influence of Requesters Assessments on Decision  aDenver COc200210aManagement1 aBaldridge, David1 aVeiga, J., F.  u/biblio/everyday-ada-influence-requesters-assessments-decisions-ask-needed-accommodation-000524nas a2200133   4500008004100000245007200041210006900113260002700182653001500209100002100224700002200245700001800267856010500285       2001                        eng d00aPaths to Success: Do Male and Female Managers Follow the Same Road?0 aPaths to Success Do Male and Female Managers Follow the Same Roa  aWashington, D.C.c200110aManagement1 aBaldridge, David1 aEddleston, K., A.1 aVeiga, J., F.  u/biblio/paths-success-do-male-and-female-managers-follow-same-road-000582nas a2200133   4500008004100000245011000041210006900151260002700220653001500247100002100262700001300283700001800296856013400314       2001                        eng d00aReading the Winds in Multinational Corporations: The Impact of Cultural Beliefs on Issue Selling Behavior0 aReading the Winds in Multinational Corporations The Impact of Cu  aWashington, D.C.c200110aManagement1 aBaldridge, David1 aLing, Y.1 aFloyd, S., F.  u/biblio/reading-winds-multinational-corporations-impact-cultural-beliefs-issue-selling-behavior-000590nas a2200145   4500008004100000245012200041210006900163260000900232300001000241490000700251653001500258100002100273700001800294856013200312       2001                        eng d00aToward greater understanding of the willingness to request an accommodation: Can requesters' beliefs disable the ADA?0 aToward greater understanding of the willingness to request an ac  c2001  a85-990 v2610aManagement1 aBaldridge, David1 aVeiga, J., F.  u/biblio/toward-greater-understanding-willingness-request-accommodation-can-requesters-beliefs-0