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Many workers with disabilities face cultures of exclusion in the workplace, which can affect their participation in decisions, workplace engagement, job attitudes and performance. The authors explore a key indicator of engagement—perceptions of organizational citizenship behavior (OCB)—as it relates to disability and other marginalized identities in the workplace.

Using an online survey, legal professionals answered questions about their workplace experiences. Ordinary least squares (OLS) multivariate regression analysis with progressive adjustment was used to investigate the effect of demographic and organizational factors on perceptions of OCB.

The authors find that employees with disabilities have lower perceptions of OCB, both before and after controlling for other personal and job variables. The disability gap is cut nearly in half, however, when controlling for workplace culture measures of co-worker support and the presence of an effective diversity, equity and inclusion (DEI) policy. Disability does not appear to interact with gender, race/ethnicity and LGBTQ + status in affecting perceptions of OCB.

The results point to the workplace barriers faced by people with disabilities that affect their perceptions of engagement, and the potential for supportive cultures to change these perceptions.

This purpose of this paper is to explore to efficacy of influence tactics at the outset of a job interview. Across three empirical studies, five influence tactics were manipulated during a simulated job interview to explore first impressions for candidates with or without a visible disability.

Participants viewed videos of candidates (either in a wheelchair or not) responding to the opening question in a job interview by using one of five influence tactics (i.e. revealing a strong alternative, setting a numerical anchor, demonstrating approachability through imperfections, presenting hard skills that described job-related competencies or presenting soft skills including connecting well with and leading others). Perceptions of trustworthiness, fit for the current job and perceived appropriate salary amount were rated.

Results show that, in general, tactics that might have beneficial effects when used at later moments, including the use of a strong alternate, anchor or imperfection display, may instead harm first impressions of anyone. When discussing specific skills, hard skills helped in both cases. However, the presentation of soft skills helped only the non-disabled job candidate. Trustworthiness acted as a mediator for most of these relationships in both populations.

Results provide insight into how the use of these tactics very early in an interaction unfolds. Further, parsing the use of influence tactics into their effects on specific populations (such as people with disabilities) allows us to better understand the conditions under which they may help or hurt perceptions of employability.

In the U.S. private sector, women are less likely than men to be union members. This study analyses a unique na‐tional survey (conducted in 1984) to determine if women are less interested than men in unionising or if, instead, they are equally interested but face higher barriers to unionisation. The results support the latter interpretation. In particular, non‐union women in private sector white‐col‐lar jobs (representing over half of the female non‐union, work force) expressed more interest than comparable men in joining unions. This finding appears to reflect more optimism among the women in this group than among the men about what unions can accomplish; it is not explained by gender differences in attitudes toward jobs or em‐ployers. The authors discount theories that family respon‐sibilities, or concerns of female workers that set them apart from men, present special barriers to unionisation.

The purpose of this paper is to examine the influence of social support on young adults with disabilities (YAWDs) independent mobility behavior with the aim of understanding how better to support this vulnerable consumer segment in their transition into the workforce.

A survey was conducted which examined how social support (high and low) influenced YAWD’s path to independent mobility behavior. The data were analyzed using partial least squares-SEM.

It was identified that different factors were more effective at influencing independent mobility behavior for high and low socially supported YAWDs. For high social support individuals, anticipated positive emotions and perceived behavioral control were found to drive attitudes to independent mobility with perceived behavioral control significantly stronger for this group than the low socially supported group. For the low socially supported group, all factors were found to drive attitudes which then drove individual behavior. One entire path (risk aversion to anticipated negative emotions to attitude to behavior) was found to be stronger for low supported individuals compared to high.

This study is unique in that it is the first to identify the theoretical constructs that drive vulnerable consumer’s independence behavior and understand how these factors can be influenced to increase independence. It is also the first to identify that different factors influence independent behavior for vulnerable consumers with high and low social support with anticipated negative emotions important for consumers with low social support and perceived behavioral control important for those with high social support.

The purpose of this paper is to detail the design and prototyping of a smart automation solution for de-strapping plastic bonding straps on shipping pallets, which are loaded with multiple containers secured by a top-cover as they move on a conveyor belt.

The adopted design methodology to have the system perform its function entails using the least number of sensors and actuators to arrive at an economic solution from a system design viewpoint. Two prototypes of the robotic structure are designed and built, one in a research laboratory and another in an industrial plant, to perform localized cutting and grabbing of the plastic straps, with the help of a custom-designed passive localizing structure. The proposed structure is engineered to locate the plastic straps using one degree of freedom (DOF) only. An additional strap removal mechanism is designed to collect the straps and prevent them from interfering with the conveyor.

The functionality of the system is validated by performing full-process tests on the developed prototypes in a laboratory setting and under real-life operating conditions at BMW Group facilities. Testing showed that the proposed localization system meets the specified requirements and can be generalized and adapted to other industrial processes with similar requirements.

The proposed automated system for de-strapping pallets can be deployed in assembly or manufacturing facilities that receive parts in standard shipping pallets that are used worldwide.

To the best of the authors’ knowledge, this is the first mechanically smart system that is used for the automated removal of straps from shipping pallets used in assembly facilities. The two main novelties of the proposed design are the robustness of the strap localization without the need for computer vision and a large number of DOF, and the critical placement and choice of the cutting and gripping tools to minimize the number of needed actuators.

As universities grapple with broadening participation of women in science, many ADVANCE funded institutions hone in on transforming search committee practices to better consider dual-career partners and affirmative action hires (“opportunity hires”). To date, there is a lack of empirical research on the consequences and processes underlying such a focus. The purpose of this paper is to examine whether and how two ADVANCE-recommended hiring practices, dual-career hiring and affirmative action hiring, help or hinder women’s participation in academic science.

In two experiments, the authors tested what happens to a science candidate’s evaluation and offer when that candidate reveals he or she has a dual-career partner (vs is a solo-candidate, Experiment 1) or if it is revealed that the candidate under review is the dual-hire partner or is a target of opportunity hire (vs primary candidate, Experiment 2). A random US national sample of academic scientists provided anonymous external recommendations to an ostensible faculty search committee.

Evaluators supported the job offer to a primary candidate requiring a heterosexual partner accommodation. This good news, however, was offset by the results of Experiment 2, which showed that support for the partner or affirmative action candidate depended on the evaluator’s gender. Taken together, the research identifies important personal and contextual features that sometimes do – and sometimes do not – impact hiring perceptions of women in science.

The authors believe the effects of such an emphasis on opportunity hires within ADVANCE funded institutions may be considerable and inform changes to policies and practices that help bring about gender equality.

The purpose of this paper is to explore the extent of visibility of researchers in African countries, in the Open Access (OA) arena and aims to identify main causes of reduced uptake in OA in Africa.

Extent of visibility is explored by quantitative analysis of institutional repository and OA journals data sets followed by qualitative analysis of OA foundation documents and literature on OA in Africa published mainly between 2003 and 2013.

Visibility in institutional repositories or OA journals for African researchers remains low. Causes include insufficient educational support for librarians and administrators in required new roles; inability of national, organisational and technological infrastructures to support OA; impracticality of western-based and costly publishing models; and disincentives relating to intellectual property and researcher perceptions. Complex language and literacy issues also inhibit engagement. Recommendations include strong OA advocacy, development of support initiatives, integration of international knowledge for local conditions and vice versa, sensitive preservation of indigenous knowledge and development of mechanisms of funding and research assessment mechanisms, which are economically and technically viable.

Earlier attempts were made to raise awareness about the lack of uptake of OA in Africa. This paper shows that the situation has hardly changed and now requires urgent attention. Otherwise OA will not “become the default method for distributing new peer-reviewed research in every field and country” by 2022 (BOAI, 2012).

This paper seeks to organize the extensive field and to compile the complete list of information limits.

A thorough analysis of literature from the field beginning with the 1960s up to the present has been performed.

A universal typology of information limits has been proposed. A list of barriers mentioned in the literature of the subject has been compiled.

The term “information limits” is not commonly used.

The complete list of information limits with bibliographical hints (helpful for future research) is presented.