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  • HRM practices that support the employment and social inclusion of workers with an intellectual disability

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    MeachamPUB5637.pdf (277.2Kb)
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    Accepted Manuscript (AM)
    Author(s)
    Meacham, Hannah
    Cavanagh, Jillian
    Shaw, Amie
    Bartram, Timothy
    Griffith University Author(s)
    Shaw, Amie M.
    Year published
    2017
    Metadata
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    Abstract
    Purpose – The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach – The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings – The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through ...
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    Purpose – The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach – The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings – The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/ supervisors and reciprocal relationships. Originality/value – The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability. Keywords Qualitative, Human resource management, Social exchange theory, Intellectual disability, Well-being, Social climate
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    Journal Title
    Personnel Review
    Volume
    46
    Issue
    8
    DOI
    https://doi.org/10.1108/PR-05-2016-0105
    Copyright Statement
    © 2017 Emerald. This is the author-manuscript version of this paper. Reproduced in accordance with the copyright policy of the publisher. Please refer to the journal's website for access to the definitive, published version.
    Subject
    Human resources and industrial relations
    Policy and administration
    Policy and administration not elsewhere classified
    Psychology
    Publication URI
    http://hdl.handle.net/10072/370789
    Collection
    • Journal articles

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