Disability Disclosure Effects on Employment Interview Ratings of Applicants With Nonvisible Disabilities
Objective: To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities. Study Design: Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvis...
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| Veröffentlicht in: | Rehabilitation psychology 2006-08, Vol.51 (3), p.239-246 |
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| container_title | Rehabilitation psychology |
| container_volume | 51 |
| creator | Roberts, Lisa L Macan, Therese Hoff |
| description | Objective:
To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities.
Study Design:
Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvisible disability (transverse myelitis), either early or late in the interview, and 1 with an applicant who did not disclose a disability.
Outcome Measures:
Qualifications/hiring, liking, and comfort with disability disclosure scales.
Results:
Applicants with nonvisible disabilities who chose to disclosure their disability were rated as more qualified and likeable when disclosing early in an interview.
Conclusion:
Individuals who wish to disclose an externally caused nonvisible disability (similar to transverse myelitis) should consider doing so early in an interview rather than at the end. |
| doi_str_mv | 10.1037/0090-5550.51.3.239 |
| format | Article |
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To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities.
Study Design:
Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvisible disability (transverse myelitis), either early or late in the interview, and 1 with an applicant who did not disclose a disability.
Outcome Measures:
Qualifications/hiring, liking, and comfort with disability disclosure scales.
Results:
Applicants with nonvisible disabilities who chose to disclosure their disability were rated as more qualified and likeable when disclosing early in an interview.
Conclusion:
Individuals who wish to disclose an externally caused nonvisible disability (similar to transverse myelitis) should consider doing so early in an interview rather than at the end.</description><identifier>ISSN: 0090-5550</identifier><identifier>EISSN: 1939-1544</identifier><identifier>DOI: 10.1037/0090-5550.51.3.239</identifier><language>eng</language><publisher>American Psychological Association</publisher><subject>Disabilities ; Disability ; Disabled people ; Disclosure ; Female ; Human ; Interviews ; Job Applicant Interviews ; Job applicants ; Male ; Myelitis ; Self-Disclosure</subject><ispartof>Rehabilitation psychology, 2006-08, Vol.51 (3), p.239-246</ispartof><rights>2006 American Psychological Association</rights><rights>2006, American Psychological Association</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-a334t-c9e8832a4e3949b0f661497d37af9348982320a866c4fc85678f6e5e521c9753</citedby><cites>FETCH-LOGICAL-a334t-c9e8832a4e3949b0f661497d37af9348982320a866c4fc85678f6e5e521c9753</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,776,780,27903,27904,30979</link.rule.ids></links><search><creatorcontrib>Roberts, Lisa L</creatorcontrib><creatorcontrib>Macan, Therese Hoff</creatorcontrib><title>Disability Disclosure Effects on Employment Interview Ratings of Applicants With Nonvisible Disabilities</title><title>Rehabilitation psychology</title><description>Objective:
To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities.
Study Design:
Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvisible disability (transverse myelitis), either early or late in the interview, and 1 with an applicant who did not disclose a disability.
Outcome Measures:
Qualifications/hiring, liking, and comfort with disability disclosure scales.
Results:
Applicants with nonvisible disabilities who chose to disclosure their disability were rated as more qualified and likeable when disclosing early in an interview.
Conclusion:
Individuals who wish to disclose an externally caused nonvisible disability (similar to transverse myelitis) should consider doing so early in an interview rather than at the end.</description><subject>Disabilities</subject><subject>Disability</subject><subject>Disabled people</subject><subject>Disclosure</subject><subject>Female</subject><subject>Human</subject><subject>Interviews</subject><subject>Job Applicant Interviews</subject><subject>Job applicants</subject><subject>Male</subject><subject>Myelitis</subject><subject>Self-Disclosure</subject><issn>0090-5550</issn><issn>1939-1544</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2006</creationdate><recordtype>article</recordtype><sourceid>7QJ</sourceid><recordid>eNpdkFtLAzEQhYMoWC9_wKcg4tvWXHc3j0WrFkRBCj6GNE5sJN1dk1TpvzelouDTDMx3zswchM4oGVPCmytCFKmklGQs6ZiPGVd7aEQVVxWVQuyj0S9wiI5SeieECt6yEVre-GQWPvi8waW1oU_rCHjqHNiccN_h6WoI_WYFXcazLkP89PCFn0323VuZOzwZhuCt6Qr94vMSP_bdp09-EQD_entIJ-jAmZDg9Kceo_ntdH59Xz083c2uJw-V4VzkyipoW86MAK6EWhBX11So5pU3xikuWtUyzohp69oKZ1tZN62rQYJk1KpG8mN0ubMdYv-xhpT1qnwFIZgO-nXSsmGMcMoKeP4PfO_XsSun6bJRSKoaXiC2g2zsU4rg9BD9ysSNpkRvg9fbXPU2Vy2p5roEX0QXO5EZjB7SxpqYvQ2QdIThD_sG9D6ChQ</recordid><startdate>200608</startdate><enddate>200608</enddate><creator>Roberts, Lisa L</creator><creator>Macan, Therese Hoff</creator><general>American Psychological Association</general><scope>AAYXX</scope><scope>CITATION</scope><scope>7RZ</scope><scope>PSYQQ</scope><scope>7QJ</scope></search><sort><creationdate>200608</creationdate><title>Disability Disclosure Effects on Employment Interview Ratings of Applicants With Nonvisible Disabilities</title><author>Roberts, Lisa L ; Macan, Therese Hoff</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a334t-c9e8832a4e3949b0f661497d37af9348982320a866c4fc85678f6e5e521c9753</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2006</creationdate><topic>Disabilities</topic><topic>Disability</topic><topic>Disabled people</topic><topic>Disclosure</topic><topic>Female</topic><topic>Human</topic><topic>Interviews</topic><topic>Job Applicant Interviews</topic><topic>Job applicants</topic><topic>Male</topic><topic>Myelitis</topic><topic>Self-Disclosure</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Roberts, Lisa L</creatorcontrib><creatorcontrib>Macan, Therese Hoff</creatorcontrib><collection>CrossRef</collection><collection>PsycArticles (via ProQuest)</collection><collection>ProQuest One Psychology</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><jtitle>Rehabilitation psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Roberts, Lisa L</au><au>Macan, Therese Hoff</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Disability Disclosure Effects on Employment Interview Ratings of Applicants With Nonvisible Disabilities</atitle><jtitle>Rehabilitation psychology</jtitle><date>2006-08</date><risdate>2006</risdate><volume>51</volume><issue>3</issue><spage>239</spage><epage>246</epage><pages>239-246</pages><issn>0090-5550</issn><eissn>1939-1544</eissn><abstract>Objective:
To investigate the effects of timing of verbal disclosure of a disability on employment interview ratings of applicants with nonvisible disabilities.
Study Design:
Participants (56 college students) viewed 2 videotaped employment interviews: 1 involving an applicant who disclosed a nonvisible disability (transverse myelitis), either early or late in the interview, and 1 with an applicant who did not disclose a disability.
Outcome Measures:
Qualifications/hiring, liking, and comfort with disability disclosure scales.
Results:
Applicants with nonvisible disabilities who chose to disclosure their disability were rated as more qualified and likeable when disclosing early in an interview.
Conclusion:
Individuals who wish to disclose an externally caused nonvisible disability (similar to transverse myelitis) should consider doing so early in an interview rather than at the end.</abstract><pub>American Psychological Association</pub><doi>10.1037/0090-5550.51.3.239</doi><tpages>8</tpages></addata></record> |
| fulltext | fulltext |
| identifier | ISSN: 0090-5550 |
| ispartof | Rehabilitation psychology, 2006-08, Vol.51 (3), p.239-246 |
| issn | 0090-5550 1939-1544 |
| language | eng |
| recordid | cdi_proquest_miscellaneous_57220312 |
| source | Applied Social Sciences Index & Abstracts (ASSIA); EBSCOhost APA PsycARTICLES |
| subjects | Disabilities Disability Disabled people Disclosure Female Human Interviews Job Applicant Interviews Job applicants Male Myelitis Self-Disclosure |
| title | Disability Disclosure Effects on Employment Interview Ratings of Applicants With Nonvisible Disabilities |
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