El efecto de la responsabilidad organizacional sobre las actitudes hacia la contratación de personas con discapacidad

Abstract

The present research studies how to promote attitudes toward hiring more people with disabilities in the job market. Eighty workers of different companies were selected randomly to take part voluntarily and anonymously in this study. We examined the effect of organizational responsibility on the processing of persuasive messages and attitudes toward incorporating more workers pertaining to this minority group. By means of an analysis of variance, we found that the participants who reported to have (vs. not to have) responsibility over other employees in their organizations were more likely to discriminate between the strong and weak arguments of the persuasive proposal. In line with previous research on personal responsibility and persuasion, these results suggest that organizational responsibility can influence the amount of processing or the perceived validity of the thoughts generated in response to the proposal.