Do Persons with Disabilities Act (2008) and Organizational Culture Influence Managerial Intention to Hire Persons with Disabilities?: The Malaysian Perspective

Magdalene C. H. Ang

Abstract


ABSTRACT

People generally tend to perceive persons with disabilities (PWDs) as “risky hires”, thus denying PWDs jobs for which they are qualified and capable of doing. Reasons for discrimination against PWDs are numerous, ranging from a lack of understanding of disability to an absence of effective policies and legislations to protect PWDs’ employment rights. It has been over 6 years since the Malaysian Persons with Disabilities Act (PWDA 2008) was enacted. Whether this Act has the intended impact on hiring decisions for Malaysians with disabilities has yet to be empirically ascertained. In addition, no known research exists concerning the type of organizational culture that is more supportive of disabled job applicants. Hence, the present study explores how these two factors might influence managerial intention to hire PWDs. Using a survey questionnaire, data were obtained from 201 non-disabled employers from various organizations in Sabah and Labuan, Malaysia. As hypothesized, the PWDA (2008) and organizational culture significantly predict the intention to hire PWDs. The findings hold important implications for policy makers and interest groups.

Keywords: Hiring PWDs; legislation; organizational culture; Malaysia.

ABSTRAK

Secara amnya, orang ramai cenderung bertanggapan bahawa orang kurang upaya (OKU) sebagai "pekerja berisiko,” dan kerana itu mereka menafikan OKU pekerjaan walaupun mereka layak dan mampu melakukannya. Wujud banyak alasan untuk mendiskriminasi terhadap PWDs, termasuk kurang pemahaman terhadap ketidakupayaan, dan ketiadaan dasar-dasar dan perundangan yang berkesan untuk melindungi hak pekerjaan OKU. Enam tahun telah berlalu sejak Akta OKU Malaysia diluluskan. Bagaimanapun, masih belum ditentukan secara empirikal sama ada Akta ini memberi impak yang diingini terhadap keputusan penggajian OKU. Selain itu, belum ada kajian terhadap jenis budaya organisasi yang lebih menyokong OKU yang memohon kerja. Oleh itu, satu kajian dijalankan untuk meneroka bagaimana dua faktor ini mungkin menyumbang kepada niat pengurus untuk mengupah OKU. Menggunakan borang soal selidik, data diperoleh dari 201 majikan bukan OKU yang mewakili pelbagai pertubuhan di Sabah dan Labuan, Malaysia. Seperti yang dihipotesiskan, Akta OKU dan budaya organisasi nyata sekali meramalkan niat mengupah OKU. Dapatan kajian ini mempunyai implikasi penting kepada pengubal-pengubal dasar dan kumpulan-kumpulan berkepentingan.

Kata kunci: Menggaji OKU; perundangan; budaya organisasi; Malaysia.


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