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Browsing by Author "Annett, Michael"

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    Categorizing supervisor reflections on risks of hiring persons with disabilities
    (2017) Annett, Michael
    Although legislation prohibits employment discrimination related to disability such discrimination is regularly perpetuated and contributes to underemployment of persons with disabilities. I make the assertion that decision-maker's perceptions of risk shape their intention to hire, and actual hiring of, persons with disabilities. There is minimal qualitative research published regarding supervisors ' views on hiring persons with disabilities. This shortcoming is addressed though my solicitation and of supervisor reflections on hiring and declining to hire persons with disabilities. I also map these reflections to categories of risk perception to generate insight on the nature of and form of supervisor risk perceptions.
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    Human resource risk and knowledge workers: propositions for theory and research
    (2019) Annett, Michael
    This article advocates further development of Human Resource Risk as an area of study in human resource management and offers related propositions in the context of knowledge workers. While human resource management practices have traditionally been characterized to improve efficiency through scientific management principles or employee optimization practices, the strategic risks knowledge workers remain less addressed. To address this gap, this paper discusses Human Resource Risk as an emerging and useful area of study, elaborates upon literature that address risk, and offers recommendations for theoretical development and further research.
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    The moderating effect of situation strength on the relationship between personality and provision of effort
    (2006) Withey, Michael J.; Gellatly, Ian R.; Annett, Michael
    In this research, we examine whether effort‐allocation decisions are influenced by the strength of the situation, the personality characteristics of the people involved, and the interaction between these factors. Two role‐playing scenarios were created using contextual information (e.g., availability of suitable alternatives) that varied in situation strength. We measured the Big Five personality factors (emotional stability, extraversion, openness to experience, agreeableness, and conscientiousness) of 418 students prior to the role‐playing task and assessed effort‐provision decisions after they were exposed to one of the role‐playing scenarios. As predicted, our results showed that the effect of personality on provision of effort depended on the strength of the situation. The implications for personality research are discussed.
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    Prevalence and predictors of disability management programs
    (2023) Annett, Michael
    Disability management programs are shown to speed the rate of employee returns to work, decrease recidivism, reduce the administrative costs of employee absences, and increase compliance with legislative requirements. However, formal programs are not universal - they are present in a minority of organizations. This article examines the relationship between a formal diversity management program and both organizational characteristics, and business conditions, to explain the operating contexts in which diversity management programs emerge. To answer the research questions, data from Statistica Canada's Workplace Employee Survey was analyzed. Findings include evidence of positive relationships for union density, operating excellence business strategy, and high involvement work practices. Negative relationships were identified for manufacturing firms, and external growth business strategy. This study provides grounding for further research on several topics, including Union-Management Collaboration, Industry Interconnectedness, and Legislation and Public Policy.
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    Return to work literature: counts, themes, and gaps
    (2022) Annett, Michael
    Disability management is a systemic process designed to improve the reintegration and return to work outcomes experienced by managers and employees. As a corporate program, disability management outcomes are generally recognized as faster employee returns to work and reduced job accommodation costs. Recognizing that these outcomes are desirable, this study shows that there are gaps in the literature that limit our understanding of how these and other outcomes are produced from a human resource management perspective. The review of literature indicates main areas and gaps of attention in the literature body. Suggestions for further development of the literature are offered.