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Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training
Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training
상세정보
- 자료유형
- 학위논문 서양
- 최종처리일시
- 20250211153112
- ISBN
- 9798384461401
- DDC
- 371
- 서명/저자
- Breaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training
- 발행사항
- [Sl] : The Ohio State University, 2024
- 발행사항
- Ann Arbor : ProQuest Dissertations & Theses, 2024
- 형태사항
- 191 p
- 주기사항
- Source: Dissertations Abstracts International, Volume: 86-04, Section: A.
- 주기사항
- Advisor: Wild, Tiffany.
- 학위논문주기
- Thesis (Ph.D.)--The Ohio State University, 2024.
- 초록/해제
- 요약This qualitative research study sought to uncover the benefits of an employer-tailored training intervention in addressing employer knowledge, perspectives, and attitudes regarding employing an individual with a visual impairment, with the ultimate goal of identifying a way to positively impact the high unemployment rate amongst this population. This study continues to address necessary employment barrier research needed within the field of education and rehabilitation of the visually impaired.Data gathering was obtained in three phases, through (1) pre- and post-survey questionnaires, with both closed and open-ended survey questions, and (2) fieldnotes collected during the training intervention. Data was analyzed through a constant comparison grounded theory model using cross-references between fieldnotes and pre- and post-survey data.Quantitative data collected regarding survey responses from the Employer Perspectives on the Employment of People with Disabilities through the Office of Visual Impairment and Employment Policy, U.S. Department of Labor (Domzal, Houtenville, & Sharma, 2008) was used to provide supportive descriptive statistics only due to low participant response rates. These responses showed some positive changes within select categories. Positive changes included the understanding that individuals with visual impairments could operate a smart phone, access email, and independently operate a PC or laptop. Additionally, respondents agreed their company could afford to accommodate an individual with a visual impairment and could benefit from disability awareness training to increase overall knowledge, confidence in hiring, willingness to hire, and dispel concerns regarding employing an individual with a visual impairment.Qualitative open-ended pre and post-survey data indicated increased knowledge in the areas of (a) accommodations and assistive technology, (b) state vocational rehabilitation programming (e.g. job coach support, funding, training, and equipment), and (c) vision loss, visual impairment, and eye etiologies. Both the qualitative and quantitative descriptive statistics demonstrated that specific employer concerns, perspectives, and knowledge regarding hiring or retaining an employee with a visual impairment could be answered through an employer-tailored training intervention.Through the analysis of pre- and post-survey feedback data, three main themes arose regarding knowledge and learning needs of participating companies. Company leaders (i.e. company owners, managers, and directors) expressed the greatest needs for knowledge and understanding of (a) visual acuity, vision loss, and eye etiologies, (b) local resources and service providers, (c) tax credits and funding opportunities, and (d) accommodations and assistive technology devices when considering employing or retaining an individual with a visual impairment. These topics can be built into standardized employer disability awareness training presentations to help build better knowledge across a variety of company settings and industry types.
- 일반주제명
- Special education
- 일반주제명
- Vocational education
- 일반주제명
- Adult education
- 키워드
- Blindness
- 키워드
- Employer biases
- 기타저자
- The Ohio State University EDU Teaching and Learning
- 기본자료저록
- Dissertations Abstracts International. 86-04A.
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
008250123s2024 us c eng d■001000017165003
■00520250211153112
■006m o d
■007cr#unu||||||||
■020 ▼a9798384461401
■035 ▼a(MiAaPQ)AAI31693821
■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a371
■1001 ▼aWelch-Grenier, Stephanie.
■24510▼aBreaking the Barrier of Employer Biases: Improving Employment Outcomes Through Employer-Tailored Training
■260 ▼a[Sl]▼bThe Ohio State University▼c2024
■260 1▼aAnn Arbor▼bProQuest Dissertations & Theses▼c2024
■300 ▼a191 p
■500 ▼aSource: Dissertations Abstracts International, Volume: 86-04, Section: A.
■500 ▼aAdvisor: Wild, Tiffany.
■5021 ▼aThesis (Ph.D.)--The Ohio State University, 2024.
■520 ▼aThis qualitative research study sought to uncover the benefits of an employer-tailored training intervention in addressing employer knowledge, perspectives, and attitudes regarding employing an individual with a visual impairment, with the ultimate goal of identifying a way to positively impact the high unemployment rate amongst this population. This study continues to address necessary employment barrier research needed within the field of education and rehabilitation of the visually impaired.Data gathering was obtained in three phases, through (1) pre- and post-survey questionnaires, with both closed and open-ended survey questions, and (2) fieldnotes collected during the training intervention. Data was analyzed through a constant comparison grounded theory model using cross-references between fieldnotes and pre- and post-survey data.Quantitative data collected regarding survey responses from the Employer Perspectives on the Employment of People with Disabilities through the Office of Visual Impairment and Employment Policy, U.S. Department of Labor (Domzal, Houtenville, & Sharma, 2008) was used to provide supportive descriptive statistics only due to low participant response rates. These responses showed some positive changes within select categories. Positive changes included the understanding that individuals with visual impairments could operate a smart phone, access email, and independently operate a PC or laptop. Additionally, respondents agreed their company could afford to accommodate an individual with a visual impairment and could benefit from disability awareness training to increase overall knowledge, confidence in hiring, willingness to hire, and dispel concerns regarding employing an individual with a visual impairment.Qualitative open-ended pre and post-survey data indicated increased knowledge in the areas of (a) accommodations and assistive technology, (b) state vocational rehabilitation programming (e.g. job coach support, funding, training, and equipment), and (c) vision loss, visual impairment, and eye etiologies. Both the qualitative and quantitative descriptive statistics demonstrated that specific employer concerns, perspectives, and knowledge regarding hiring or retaining an employee with a visual impairment could be answered through an employer-tailored training intervention.Through the analysis of pre- and post-survey feedback data, three main themes arose regarding knowledge and learning needs of participating companies. Company leaders (i.e. company owners, managers, and directors) expressed the greatest needs for knowledge and understanding of (a) visual acuity, vision loss, and eye etiologies, (b) local resources and service providers, (c) tax credits and funding opportunities, and (d) accommodations and assistive technology devices when considering employing or retaining an individual with a visual impairment. These topics can be built into standardized employer disability awareness training presentations to help build better knowledge across a variety of company settings and industry types.
■590 ▼aSchool code: 0168.
■650 4▼aSpecial education
■650 4▼aVocational education
■650 4▼aAdult education
■653 ▼aVisual impairment
■653 ▼aBlindness
■653 ▼aEmployment outcomes
■653 ▼aVocational rehabilitation
■653 ▼aEmployer attitudes
■653 ▼aEmployer biases
■653 ▼aEmployer perceptions
■690 ▼a0516
■690 ▼a0529
■690 ▼a0747
■71020▼aThe Ohio State University▼bEDU Teaching and Learning.
■7730 ▼tDissertations Abstracts International▼g86-04A.
■790 ▼a0168
■791 ▼aPh.D.
■792 ▼a2024
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T17165003▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
