Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective

People generally tend to perceive persons with disabilities (PWDs) as “risky hires,” thus denying PWDs jobs for which they are qualified and capable of doing. Reasons for discrimination against PWDs are numerous, ranging from a lack of understanding of disability to an absence of effective policies...

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Main Author:	Magdalene C.H. Ang
Format:	Article
Language:	English
Published:	Penerbit Universiti Kebangsaan Malaysia 2014
Online Access:	http://journalarticle.ukm.my/8371/ http://journalarticle.ukm.my/8371/ http://journalarticle.ukm.my/8371/1/7768-20200-1-SM.pdf

id	ukm-8371
recordtype	eprints
spelling	ukm-83712016-12-14T06:47:03Z http://journalarticle.ukm.my/8371/ Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective Magdalene C.H. Ang, People generally tend to perceive persons with disabilities (PWDs) as “risky hires,” thus denying PWDs jobs for which they are qualified and capable of doing. Reasons for discrimination against PWDs are numerous, ranging from a lack of understanding of disability to an absence of effective policies and legislations to protect PWDs’ employment rights. It has been over 6 years since the Malaysian Persons with Disabilities Act (PWDA 2008) was enacted. Whether this Act has the intended impact on hiring decisions for Malaysians with disabilities has yet to be empirically ascertained. In addition, no known research exists concerning the type of organizational culture that is more supportive of disabled job applicants. Hence, the present study explores how these two factors might influence managerial intention to hire PWDs. Using a survey questionnaire, data were obtained from 201 non-disabled employers from various organizations in Sabah and Labuan, Malaysia. As hypothesized, the PWDA (2008) and organizational culture significantly predict the intention to hire PWDs. The findings hold important implications for policy makers and interest groups. Penerbit Universiti Kebangsaan Malaysia 2014 Article PeerReviewed application/pdf en http://journalarticle.ukm.my/8371/1/7768-20200-1-SM.pdf Magdalene C.H. Ang, (2014) Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective. Jurnal Pengurusan, 41 . pp. 81-89. ISSN 0127-2713 http://ejournal.ukm.my/pengurusan/index
repository_type	Digital Repository
institution_category	Local University
institution	Universiti Kebangasaan Malaysia
building	UKM Institutional Repository
collection	Online Access
language	English
description	People generally tend to perceive persons with disabilities (PWDs) as “risky hires,” thus denying PWDs jobs for which they are qualified and capable of doing. Reasons for discrimination against PWDs are numerous, ranging from a lack of understanding of disability to an absence of effective policies and legislations to protect PWDs’ employment rights. It has been over 6 years since the Malaysian Persons with Disabilities Act (PWDA 2008) was enacted. Whether this Act has the intended impact on hiring decisions for Malaysians with disabilities has yet to be empirically ascertained. In addition, no known research exists concerning the type of organizational culture that is more supportive of disabled job applicants. Hence, the present study explores how these two factors might influence managerial intention to hire PWDs. Using a survey questionnaire, data were obtained from 201 non-disabled employers from various organizations in Sabah and Labuan, Malaysia. As hypothesized, the PWDA (2008) and organizational culture significantly predict the intention to hire PWDs. The findings hold important implications for policy makers and interest groups.
format	Article
author	Magdalene C.H. Ang,
spellingShingle	Magdalene C.H. Ang, Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
author_facet	Magdalene C.H. Ang,
author_sort	Magdalene C.H. Ang,
title	Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
title_short	Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
title_full	Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
title_fullStr	Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
title_full_unstemmed	Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective
title_sort	do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: the malaysian perspective
publisher	Penerbit Universiti Kebangsaan Malaysia
publishDate	2014
url	http://journalarticle.ukm.my/8371/ http://journalarticle.ukm.my/8371/ http://journalarticle.ukm.my/8371/1/7768-20200-1-SM.pdf
first_indexed	2023-09-18T19:52:14Z
last_indexed	2023-09-18T19:52:14Z
_version_	1777406295998988288

Do persons with disabilities act (2008) and organizational culture influence managerial intention to hire persons with disabilities?: The Malaysian Perspective

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