Disability & Inclusion Research Program
Overview
The Disability & Inclusion Research Program investigates workplace inclusion through a multi-level framework, integrating the perspectives of employees with disabilities, their colleagues, and organizational systems. Our research aims to build new theoretical understanding of how disability inclusion operates across these three levels: examining the workplace experiences and strategies of employees with disabilities, exploring coworker interactions that shape inclusive environments, and analyzing organizational practices that can transform workplace culture. Through this comprehensive approach, we seek to advance both theoretical knowledge and practical solutions that will enhance workplace inclusion and equal opportunities for employees with disabilities.
Current Research
We are currently conducting studies examining:
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Psychological Experience and Adaptation
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Social anxiety and inclusion climate interactions
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Remote work challenges and psychological well-being
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Stereotype reactance and coping mechanisms
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Individual adaptation processes in workplace settings
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Career Development and Performance
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Proactive career behaviors and disability acceptance
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Workplace accommodation effects on creative performance
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Factors contributing to workplace thriving
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Performance enablement through organizational support
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Discrimination and Inequality
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Wage gap analysis and structural barriers
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Response mechanisms to workplace discrimination
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Policy effectiveness and organizational interventions
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Systemic inequality addressing strategies
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Interpersonal Dynamics
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Task conflict in inclusive workplaces
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Coworker relationships and interactions
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Team integration processes
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Publications
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Zhu, X., Li, X., & Yang, D. (2024). Included Yet Socially Anxious: How Disability Severity and Nonacceptance Weaken the Effect of Perceived Climate for Inclusion on Social Anxiety. Human Resource Management.
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Yang, Y., Zhu, X., & Bai, Y. (2024). Task Conflict and Inclusion of Employees Without Disabilities in Disability-Inclusive Workplace. In Academy of Management Proceedings (Vol. 2024, No. 1, p. 19720). Valhalla, NY 10595: Academy of Management.
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Liao, J., Gao, M., Zhu, X., & Yang, Y. (2024). Productivity difference or discrimination effect? Disability‐related wage gap in China. Asia Pacific Journal of Human Resources, 62(2), e12400.
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Zhu, X., Yang, D., Sun, C., Jiang, F., Han, J., & Fan, C. (2024). Stereotype reactance of employees with disabilities: the role of perspective-taking and performance self-esteem. Current Psychology, 43(15), 13317-13327.
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Hu, Q., Chen, Y., Zhu, X., Baldridge, D., Xiao, Q., & Xie, X. (2024). Perfectly Accommodated or Trapped? Exploring Loneliness of People with Disabilities Working Remotely. In Academy of Management Proceedings (Vol. 2024, No. 1, p. 15170). Valhalla, NY 10595: Academy of Management.
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Zhu, X., Wang, K., Cai, Z., Cai, C., & Yang, Y. (2023). Acceptance of disability and proactive career behavior. In Academy of Management Proceedings (Vol. 2023, No. 1, p. 14691). Briarcliff Manor, NY 10510: Academy of Management.
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Man, X., Zhu, X., & Sun, C. (2020). The positive effect of workplace accommodation on creative performance of employees with and without disabilities. Frontiers in Psychology, 11, 1217.
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Yang, D., Zhu, X., Sun, C., & Jiang, F. (2019, July). Perspective Taking May Hurt Employees with Disabilities. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16385). Briarcliff Manor, NY 10510: Academy of Management.
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Zhu, X., Yang, D., Sun, C., & Lin, B. (2019, July). How People with Disabilities Response to Discrimination and the Consequences. In Academy of Management Proceedings (Vol. 2019, No. 1, p. 16900). Briarcliff Manor, NY 10510: Academy of Management.
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Zhu, X., Law, K. S., Sun, C., & Yang, D. (2019). Thriving of employees with disabilities: The roles of job self‐efficacy, inclusion, and team‐learning climate. Human resource management, 58(1), 21-34.
Future Research Agenda
Intersectional Perspectives
We aim to further investigate how overlapping social identities (e.g., people with disabilities, gender, race) shape workplace experiences and outcomes, highlighting ways organizations can address intersecting forms of disadvantage.
Leadership and Culture in Inclusive Workplace
Building on our current findings, we will examine the inclusive behaviors of leaders and the cultural norms that support or hinder employees with disabilities, with a focus on practical strategies for fostering belonging and reducing stigma.
Technology-Enabled Work
As remote and hybrid work become more prevalent, we seek to understand how assistive technologies and digital collaboration tools can empower or inadvertently disadvantage employees with disabilities, and to identify best practices for equitable tech adoption.
Policy Implementation and Best Practices
Beyond initial policy design, our research will explore how organizations can translate disability-related policies into effective day-to-day practices. We aim to identify the processes and interventions that yield tangible, positive outcomes for both employees with disabilities and their organizations.