Publications Database
Welcome to the new Schulich Peer-Reviewed Publication Database!
The database is currently in beta-testing and will be updated with more features as time goes on. In the meantime, stakeholders are free to explore our faculty’s numerous works. The left-hand panel affords the ability to search by the following:
- Faculty Member’s Name;
- Area of Expertise;
- Whether the Publication is Open-Access (free for public download);
- Journal Name; and
- Date Range.
At present, the database covers publications from 2012 to 2020, but will extend further back in the future. In addition to listing publications, the database includes two types of impact metrics: Altmetrics and Plum. The database will be updated annually with most recent publications from our faculty.
If you have any questions or input, please don’t hesitate to get in touch.
Search Results
Restubog, S., Schilpzand, P., Lyons, B.J., Deen, C., & He, Y. (2023). "The Vulnerable Workforce: A Call for Research", Journal of Management, 49 (7), 2199-2207.
Abstract
In this commentary, we argue that the work experiences of vulnerable workers merit scholarly attention. We elaborate on the concept of vulnerability in light of the person and context interaction. Additionally, we offer compelling reasons to highlight the significance of research on vulnerable workers in the realm of management research. Finally, we outline some of the challenges researchers face when studying this special population and suggest practical solutions to overcome methodological and logistical challenges towards developing and conducting research on the vulnerable workforce.Lyons, B.J., Baldridge, D., Yang, LQ, & Bryan, C. (2023). "Disability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does LMX Quality Matter?", Journal of Management, 0(0).
Abstract
Employees with disability-related communication impairment often experience isolation from professional connections that can negatively affect their careers. Management research suggests that having lower quality leader relationships can be an obstacle to the development of professional connections for employees with disabilities. However, in this paper we suggest that lower quality leader–member exchange (LMX) relationships may not be a uniform hurdle for the professional isolation of employees with disability-related communication impairment. Drawing on psychological disengagement theory, we predict that employees with more severe, rather than less severe, communication impairment develop resilience to challenges in lower quality LMX relationships by psychologically disengaging from professional connections and, in turn, bear fewer negative consequences of professional isolation on career outcomes. In two studies of deaf and hard of hearing employees, we find that in lower quality LMX relationships employees with more severe communication impairment perceive being less isolated than employees with less severe communication impairment, and, in turn, report better career outcomes. Overall, our findings suggest that employees with more severe communication impairment may develop effective coping strategies to manage challenges of perceived professional isolation for career outcomes when in lower quality LMX relationships.Lyons, B., Lindsay, S., Rezai, M. and Shen, W. (2020). "A Disability Disclosure Simulation as an Educational Tool", Equality, Diversity and Inclusion: An International Journal.
Abstract
Purpose: Many employers struggle with how to have a disability disclosure discussion with their employees and job candidates. The primary purpose of this study was to identify issues relevant to disability disclosure discussions. In addition, we explored how simulations, as an educational tool, may help employers and managers. Originality/value: Developing a simulation on disability disclosure discussions is a novel approach to educating employers and managers that has the potential to help enhance diversity and inclusion in the workplace. Further, the process that we followed can be used as a model for other researchers seeking to develop educational training scenarios on sensitive diversity and inclusion topics. Design/methodology/approach: Seven participants (four employers and three human resource professionals) took part in this study. We used a qualitative design that involved two focus group discussions to understand participants' experiences of building a simulation training scenario that focused on how to have a disability disclosure discussion. The simulation sessions were audio-recorded and analyzed using an open-coding thematic approach. Findings: Four main themes emerged from our analysis. Three themes focused on issues that participants identified as relevant to the disability disclosure process, including: (1) creating a comfortable and safe space for employees to disclose, (2) how to ask employees or job candidates about disability and (3) how to respond to employees disability disclosure. A fourth theme focused on how simulations could be relevant as an educational tool.O’Brien, K.R., Hebl, M.R., Lyons, B., Martinez, L.R., Roebuck, A., Ruggs, E.N. and Ryan, A.M. (2018). "To Say or Not to Say: Different Strategies of Acknowledging a Visible Disability", Journal of Management, 44(5), 1980-2007.