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The disclosure dilemma: when and why job applicants differ in disclosing their disability status

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dc.contributor.authorMenendez, Jaclyn, author
dc.contributor.authorCleveland, Jeanette, advisor
dc.contributor.authorMurphy, Kevin, committee member
dc.contributor.authorGibbons, Alyssa, committee member
dc.contributor.authorDik, Bryan, committee member
dc.contributor.authorConroy, Samantha, committee member
dc.date.accessioned2018-06-12T16:14:05Z
dc.date.available2018-06-12T16:14:05Z
dc.date.issued2018
dc.description.abstractThis study explores the complex issue involving the individual and organizational factors that influence an applicant's disclosure of their disability status on job applications, as well as their perceived likelihood of experiencing discrimination. Section 503 of the Rehabilitation Act sets a hiring aspiration for 7% of all government organizations to be comprised of people with disabilities, and now requires applicants to fill out a disclosure form of disability status in order to track progress. One problem with this goal is the low disclosure rates among applicants with disabilities. The present study manipulates two factors that influence disclosure rates and discrimination expectations, and develops a theoretical framework for how these factors may be associated with an applicant's disability identity in the workplace. It is hypothesized that disclosure rates are affected by two organizational variables (organizational diversity climate and supervisor support), and how disability identity in the workplace moderates these relationships. Results show that organizational variables do not have a significant impact on willingness to disclose one's disability status on the voluntary disclosure form, nor do these organizational variables affect anticipated discrimination in the workplace. Disability identity was shown to significantly predict anticipated work discrimination. Future research may use these findings to better tailor strategies for increasing disclosure rates based on an applicant's disability identity in the workplace.
dc.format.mediumborn digital
dc.format.mediumdoctoral dissertations
dc.identifierMenendez_colostate_0053A_14731.pdf
dc.identifier.urihttps://hdl.handle.net/10217/189351
dc.languageEnglish
dc.language.isoeng
dc.publisherColorado State University. Libraries
dc.relation.ispartof2000-2019
dc.rightsCopyright and other restrictions may apply. User is responsible for compliance with all applicable laws. For information about copyright law, please see https://libguides.colostate.edu/copyright.
dc.subjectdisclosure
dc.subjectdiversity
dc.subjectdisability
dc.subjectsupport
dc.subjectdiscrimination
dc.titleThe disclosure dilemma: when and why job applicants differ in disclosing their disability status
dc.typeText
dcterms.rights.dplaThis Item is protected by copyright and/or related rights (https://rightsstatements.org/vocab/InC/1.0/). You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
thesis.degree.disciplinePsychology
thesis.degree.grantorColorado State University
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy (Ph.D.)

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