THE APPROPRIATE EMPLOYMENT MODELS FOR HIRING PERSONS WITH DISABILITIES IN ENTERPRISES PARTICIPATING IN THE EASTERN ECONOMIC CORRIDOR (EEC) PROJECT
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Abstract
This study aims to (1) examine the levels of attitude factors, equity factors, and employer participation factors affecting appropriate employment models for persons with disabilities; (2) investigate the relationships among these factors influencing appropriate employment models for persons with disabilities; and (3) analyze the direct, indirect, and total effects of attitude factors, equity factors, and employer participation factors on appropriate employment models for persons with disabilities. The population consisted of 1,290 establishments employing persons with disabilities under the Eastern Economic Corridor (EEC) project. Using Krejcie and Morgan’s (1970) table for sample size determination, 297 establishments were selected as the sample. The unit of analysis was the establishment, with representatives responding to the questionnaire. Data collection instruments included structured questionnaires. Statistical analyses employed were percentage, mean, standard deviation, Pearson correlation coefficient, and path analysis.
The findings revealed that 1) The levels of attitudes toward employing persons with disabilities, employer participation in such employment, equity principles in employment, and appropriate employment models measured by organizational performance were at a moderate level. 2) The Pearson correlation coefficients showed a strong positive and statistically significant relationship (p < .01) between attitudes toward employing persons with disabilities and equity principles, employer participation, and appropriate employment models measured by organizational performance. All three factors also exhibited strong positive correlations with appropriate employment models at a statistically significant level (p < .01). 3) Attitudes toward employing persons with disabilities and employer participation had an overall positive influence on organizational performance. Similarly, equity principles and employer participation positively influenced organizational performance. Although the direct effect of equity principles on organizational performance was not statistically significant, the indirect and total effects through employer participation were significant. The equity principles factor had a significant positive total effect on organizational performance of establishments employing persons with disabilities in the EEC project (TE = 0.49, p < 0.01).
Furthermore, the conceptual framework demonstrated that attitude factors, equity principles, and employer participation factors collectively explained and predicted 60.7% of the variance in organizational performance of establishments employing persons with disabilities in the EEC (R² = 0.607).
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