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    Acceptability of the psychosocial consequences of traumatic head injury among employer groups : a thesis submitted in partial fulfilment for the degree of Master of Science in Psychology, Massey University
    (Massey University, 1993) Mobberley, Glenis Anne
    A questionaire was used to survey 213 employers to identify differing levels of acceptability of the psychosocial consequences of traumatic head injury across employer groups. Gender differences in responses and the acceptability of two factors that could affect the level of acceptability were sought. These two factors were the importance of good public relations skills and the necessity to be able to work as part of a team. The questionaire was developed from the literature, with additional content validity being obtained by trialling the questionaire on local head injury rehabilitation professionals. Case studies were also sought of people who had received a THI and had returned to work. It was found that the professional/ managerial group had a significantly higher level of unacceptable responses than the sales/ service group which in turn had a mean level of unacceptability significantly higher than manufacturing/ construction/ trades. A difference existed between manufacturing/ construction/ trades and farming but the difference did not reach significance. Employers requiring good public relations skills had a significantly greater mean level of unacceptability than those who did not. Those who required employees to be able to work as part of a team had a greater mean level of unacceptable responses but this did not reach significance. The gender difference between employers also did not reach significance but the number of women employers was very small. Case studies reflected the unacceptability of the effects of a THI to employers. Symptoms experienced by those in the case studies supported those reported in the literature. These results have important implications for those working in the vocational rehabilitation of people with THI.
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    Blind people can do anything but not in my company : employer attitudes towards employing blind and vision-impaired people : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies at Massey University
    (Massey University, 2005) Inglis, Christine
    Previous international research has shown blind and vision-impaired people to be in the less favoured groups of employees employers are willing to hire. None of the research has addressed why this is the case. The present study was undertaken firstly to see if in New Zealand also, blind and vision-impaired people were less favoured in comparison with other disability groups as potential employees; and secondly, to determine employer attitudes and perceptions towards employing blind people, and how or why these attitudes and perceptions influence employers to overlook the blind and vision-impaired when employing staff. One hundred and two employers (sample 200) participated in a telephone survey and, of those, six were interviewed again in an in-depth face-to-face interview. A combination of attitudinal and perception survey instruments were used. The research found participants had mainly favourable attitudes towards blind and vision-impaired people. However, in total contrast, blind and vision-impaired people (alongside those with moderate to severe intellectual disabilities) were regarded the least suitable or least employable for positions most and second most often available in firms across all industries. The results were congruent with earlier findings (Gilbride, Stensrud, Ehlers, Evans & Peterson, 2000) in that of all of the disability groups, blindness and persons with moderate or severe (mental retardation) intellectual handicap were perceived as the hardest to employ in comparison with other disability groups. Lastly, this report comments on how potential hiring practices (employers' potential behaviour) can be changed to better match their apparent positive attitudes towards blind and vision-impaired people. A range of recommendations are made such as the need for education programmes in schools, media campaigns and cultivating positive media relationships, workplace training and education, employer mentoring programmes, the development of government policies and strategies and the need for work experience programmes.