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Research related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship.

The authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder).

The authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work.

The authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.

Important Americans with Disabilities Act (ADA)‐related issues that derive from the case law are described and analyzed with the aim of providing guidance both for those responsible for establishing organizational policies, procedures, and practices.

A total of 50 influential court cases spanning the past ten years are reviewed and synthesized to better understand the current and future impact of the ADA.

Better understanding of ADA can help employers both avoid costly litigation and take advantage of a segment of the US labor market that has not yet been fully utilized.

This paper helps practitioner and researchers better understand the organizational implications of the ADA. Better understanding the current case law should lead to employer policies, procedures, and practices that facilitate the better utilization of the qualified disabled work force without compromising employer concerns related to productivity and other job‐related outcomes.

The provision of accommodation devices is said to aid organizational inclusion of employees with a disability. However, devices that are meant to enable might only partially facilitate productivity, independence, and social inclusion if these devices are not accepted by the user's workgroup. The authors outline a conceptual model of accommodation device acceptance through a sociomaterial lens to suggest conditions influencing workgroup device acceptance.

To build the model, the authors draw upon the sociomateriality and disability literature to frame accommodation devices as experienced in ongoing interactions, representing the goals, feelings, and interpretations of specific workgroups. The authors also unpack attributes of devices—instrumentality, aesthetics, and symbolism—and propose how each of these can pattern social conduct to influence device acceptance. The authors then draw upon the disability literature to identify attributes of workgroups that can be expected to amplify or diminish the effect of device attributes on device acceptance in that workgroup.

The conceptualization, which the authors illustrate with examples particular to visual impairment, presents implications for who and what serves as a gatekeeper to accommodation device acceptance and thereby workgroup inclusion.

Prior research has focused on conditions under which devices are requested by users or made available by organizations, undergirded by the assumption that devices are well-specified once provided and that they operate relatively predictably when used in various workgroups. The authors focus instead on what happens after the device is provided and highlight the complex and dynamic interaction between an accommodation device and the workgroup, which influences device and user acceptance.

Currently, the academic understanding of religious accommodation in the workplace is skewed toward a consideration of legal decision making. The purpose of this paper is to move beyond these legal considerations and provide a fresh perspective on antecedents of religious accommodation decisions when managerial discretion is high. To this end, the authors present a model that incorporates psychological and relational processes.

This research draws on a variety of theoretical perspectives from psychology, organizational behavior and human resource management to theorize a descriptive model of managerial decision-making regarding religious accommodation requests.

The authors develop a conceptual framework and research agenda for examining front-line decision-makers’ responses to employees’ religious accommodation requests. The focus is on characteristics of the decision maker, the requester and the request that can influence the perceived sincerity of a request and the perceived accommodation cost.

The proposed model moves beyond US-based legal perspectives of religious accommodation and facilitates the identification of novel theoretical perspectives for better understanding accommodation decisions.

Twenty-first century managers are faced with a wide variety of religious accommodation requests. Identification of underlying mechanisms through which these decisions are made facilitates effective interventions to build and sustain an inclusive culture.

This work is among the first efforts in the management literature to theorize about the process of religious accommodation decision making. The authors address the paucity of academic research in this area by introducing perceptual drivers of religious accommodation decisions.

Looks at the definition of psychiatric disability under the Americans with Disabilities Act and the principle of reasonable accommodation. Outlines selected types of reasonable accommodation in turn. Reviews actual reported litigated cases for a fuller understanding. Concludes that this is a very fertile area for litigation and employers need to make sure that all possibilities are explored in order to avoid such claims.

Employers increasingly seek a competitive advantage through inclusive hiring practices and recruitment of persons with disabilities. Early research indicates when employers consider individuals for their strengths rather than solely for their needs, the organization prospers. However, details about how companies pursue a disability inclusive workplace and the effect of those efforts are poorly understood.

An inductive qualitative case study approach was utilized to understand one biotechnology corporation and their approach to recruiting, hiring, and retaining employees with disabilities. Individual and focus group interviews were conducted.

Results suggest that when the company lives its mission around wellness and inclusivity, they benefit from working with and learning from a range of perspectives, furthering their growth. Placing equal emphasis on hiring a diverse workforce and prioritizing supports and wellness practices lead to greater productivity and innovation.

This study illustrates how one company successfully recruits and hires persons with disabilities, resulting in benefits to their financial bottom line and to the organizational culture.

This paper offers insights for other companies intentionally hiring persons with disabilities, providing accommodations in the workplace, and creating an organizational culture where all employees feel valued and supported. These steps have a direct impact on employee engagement, productivity, and retention.

The purpose of this chapter is to survey and synthesis the literature on: (1) myths and misinformation about persons with disabilities that create attitudinal barriers to employment, (2) best practices in employing persons with disabilities, (3) the business case for hiring persons with disabilities and (4) corporate social responsibility and disability, in order to distill a model for changing corporate culture for successfully integrating employees with disabilities into an organizations workforce.

An extensive review of the above mentioned literature is synthesized and distilled into a model.

The review indicates a number of best practices to be implemented in order to successfully integrate employees with disabilities into the workforce. These factors have been synthesized into a model to guide employers in affecting corporate cultural change to address the integration of person with disabilities into the organization.

A systematic approach to integration of employees with disabilities, informed by the significant business logic for doing so.

The chapter provides an extensive survey of the literature on disability employment and highlights attitudinal barriers to employing persons with disabilities, the business case and social responsibility case for employing persons with disabilities, the best practices for success and synthesizes these factors into an original model to guide business in cultural change making.

Over one million individuals diagnosed with autism spectrum disorder (ASD) will be entering adulthood and attempting to cultivate fulfilling, meaningful life experiences. These young adults with ASD represent Generation A. The workplace will be a major element in cultivating fulfilling lives for Generation A. Social interaction is an integral component for functioning within most postsecondary and occupational settings. It is necessary to understand the interaction between autistic adults and organizations to understand potential social and behavioral deficits. The workplace is inherently a social place. Understanding both formal and informal social information in the workplace may be critical to successful job performance. Fit, particularly person–organization fit, is used to address this social nature of the workplace. Understanding this interaction helps provide a means for crafting both individual and organizational interventions which support autistic adults in the workplace. This chapter provides an analysis of interventions that support those with ASD in the workplace. It is proposed that these interventions will help create a more supportive work environment for those with ASD. As important, it is proposed that the accommodations for those with ASD are reasonable for any organization seeking to improve both satisfaction and performance for all its employees. By addressing these issues, organizations have the potential to create a more satisfying workplace for all workers, not just those in Generation A.

This paper aims to develop a vision for the future identifying how digital nomadism affects the labor markets in the tourism industry.

The qualitative research method was used. The research data were collected using a semistructured interview form developed by the researcher. The sample consists of twenty people working in the tourism industry as tour guides, travel agency owners, accommodation sector employees and professional managers. The content analysis method was used to analyze the data.

It was found that employees in the tourism industry are familiar with digital nomadism, interact with employees working as digital nomads and may prefer the digital nomad way of working, while employees in the accommodation sector cannot work as digital nomads due to the nature of their work. It is shown that digital nomadism can be applied to tour guides and travel agency owners.

The data was collected from employees of the accommodation sector, travel agencies, tour guides and employees of the Turkish tourism labor market. It is recommended that the tourism labor markets adapt to the digitalized world and adjust their working models in this context.

This is one of the first studies on the impact of digital nomadism on the tourism labor markets.

This paper aims to examine technostress and asks whether it is an illness requiring accommodation under the terms of the Americans with Disabilities Act. It further explores the notion that hospitality employers may contribute to employee technostress and examines employers' potential legal liability. Finally, it recommends steps employers can take to avoid legal liability.

Technostress is defined in terms of job demand and resource theory. It explores how technology overload can contribute to employee technostress.

As there is currently no legal definition for technostress, courts will be guided by the standard of what a reasonably prudent individual would do to guard against a particular threat.

The courts have yet to rule on whether technostress constitutes an illness requiring accommodation. It is therefore possible that technostress will not be classified as such. Still, operators should not make themselves a target for litigation.

Employers would be wise to craft policies that reduce the risk of technostress in the workplace to mitigate both its causes and effects.

Very little research has been conducted examining the impact of technostress in the workplace. The obligation of employers to accommodate employees suffering from the effects of technostress will be litigated soon. This will have a significant impact on the culture surrounding catering and room sales.

No studies have been undertaken as yet to anticipate its effects on employees and what steps employers must take to accommodate employees who suffer from it. This paper fills that gap and, more importantly, does so before the issue is litigated.

本论文旨在研究高新技术紧张症以及探索是否需要在美国残疾人法案中提出特殊关怀。此外，本论文还提出一个概念：酒店管理者可能从某种诚度上造成了高新技术紧张症，以及潜在的相关法律责任。最后，本论文向管理者提出建议，如何能够规避法律风险。

高新技术紧张症属于工作要求和资源理论范畴。其主要是强调过重的技术要求对员工高新技术紧张症的影响。

由于目前未有法律层面上的高新技术紧张症定义，法庭应该参考这样的标准：力保一个相对严谨工作的个体能够保护其合理权益免受不正确对待。

法庭尚未对高新技术紧张症定义为需要特殊关怀的疾病。因此，高新技术紧张症可能不会被列入疾病一行。然而，雇主们应该尽量避免其自身收到相关诉讼。

雇主们应该制定政策，降低工作场合的高级技术紧张症，这样才能够规避其严重后果。

目前很少有研究工作场合的高新技术紧张症。对于让员工遭受其病症的雇主们将会很快受到诉讼。这将对企业文化营造和企业收入造成严重影响。

目前尚未有文章对高新技术紧张症的影响和规避措施做出研究。本论文弥补了这个缺口，尤其是在这个问题尚未陷入严重诉讼影响之前。