Allies as Intermediaries: Strategies that Promote Hiring People with Intellectual Disabilities

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dc.contributor.advisorHebl, Michelleen_US
dc.creatorNittrouer, Christine L.en_US
dc.date.accessioned2019-05-16T19:34:56Zen_US
dc.date.available2019-05-16T19:34:56Zen_US
dc.date.created2019-05en_US
dc.date.issued2019-04-18en_US
dc.date.submittedMay 2019en_US
dc.date.updated2019-05-16T19:34:56Zen_US
dc.description.abstractThe current study explores the research-based stereotypes that exist toward individuals with intellectual disabilities (ID). Individuals with ID typically have significant limitations in both intellectual functioning and adaptive behavior, but many still have the ability to perform well in a variety of entry-level, low-skilled positions. Further, they are a growing proportion of the adult population with disabilities but have among the lowest employment rate. The current research focuses on the influence that allies can have on hiring managers when they consider individuals with ID for entry-level job positions. Using the Stereotype-Content Model (SCM; Fiske, Cuddy, Glick, & Xu, 2002) and theories regarding economic and normative language (Sonenshein, 2006), three ally strategies (stereotype reduction, making the business case, and making the moral case, respectively) are tested for their effectiveness. Results reveal that allies who use the moral case are particularly effective (relative to other strategies) in influencing ratings of hiring intentions and admiration. Results further reveal that perceptions of admiration partially mediate this relationship for the moral condition. The current field study extends previous research on target strategies by showing that remediation strategies can be effective when allies use them during selection. Additionally, this research illuminates the critical power that others can have in helping those with ID contribute effectively to the workplace.en_US
dc.format.mimetypeapplication/pdfen_US
dc.identifier.citationNittrouer, Christine L.. "Allies as Intermediaries: Strategies that Promote Hiring People with Intellectual Disabilities." (2019) Diss., Rice University. <a href="https://hdl.handle.net/1911/105432">https://hdl.handle.net/1911/105432</a>.en_US
dc.identifier.urihttps://hdl.handle.net/1911/105432en_US
dc.language.isoengen_US
dc.rightsCopyright is held by the author, unless otherwise indicated. Permission to reuse, publish, or reproduce the work beyond the bounds of fair use or other exemptions to copyright law must be obtained from the copyright holder.en_US
dc.subjectAlliesen_US
dc.subjectDisabilityen_US
dc.subjectHiringen_US
dc.subjectSelectionen_US
dc.titleAllies as Intermediaries: Strategies that Promote Hiring People with Intellectual Disabilitiesen_US
dc.typeThesisen_US
dc.type.materialTexten_US
thesis.degree.departmentPsychologyen_US
thesis.degree.disciplineSocial Sciencesen_US
thesis.degree.grantorRice Universityen_US
thesis.degree.levelDoctoralen_US
thesis.degree.majorIndustrial/Organizational Psychologyen_US
thesis.degree.nameDoctor of Philosophyen_US
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