Perils of being Differently-abled at Workplace: Developing a Conceptual Framework in the Perspective of Disabled Employees

Abstract

This research offers a deep insight into the challenges encountered by “Differently-abled” individuals at workplaces, particularly disabled employees. The primary focus of this research centers around the concept of workplace stigma. This study provides a current viewpoint on stigma by highlighting the essential connections, including the mechanisms of Facilitation, Consequence, and Reduction, that are involved in the phenomena of stigma. Mainly, Despotic Leadership becomes a key enabler, aggravating the stigmatization of persons with disabilities in professional contexts. The stigmatization of individuals has significant consequences, as demonstrated by the higher occurrence of Deviant Workplace Behavior, increased Turnover Intentions, and widespread presence of Workplace Presenteeism among those who experience stigma. Furthermore, the research also underscores the importance of social support as a mechanism for reducing stigma. When disabled employees receive help, guidance, and emotional or physical support from others, they are more likely to overlook the negative effects of stigma. Moreover, this research postulates potential moderating variables within the proposed stigma framework, with a specific emphasis on psychological resilience and the environment conducive to psychological well-being.