Louisa Riess
Title
Dr.
Last Name
Riess
First name
Louisa
Email
louisa.riess@unisg.ch
Phone
+41 71 224 3327
19 results
Now showing 1 - 10 of 19
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Item type:Publication, Include Me: The Role of Disability Voice in Co‐Constructing the Workplace Inclusion of People With DisabilitiesPeople with disabilities (PWD) often face barriers to inclusion at work. To tackle this challenge, past research focused on the role of organizations to create more inclusive workplaces. What remains understudied, however, is the role that PWD often take themselves in shaping their inclusion experiences. In this paper, we take a co‐constructionist perspective on inclusion and study disability voice as PWDs' self‐inclusion efforts with which they claim inclusion at work through speaking out about their disability‐related needs, concerns, and ideas. Using mixed methods, we explore disability voice as a construct and study how it affects the inclusion experiences of PWD in three studies. In Study 1, we draw on 50 interviews with PWD in Germany and in Switzerland and identify seven facets of disability voice. In Study 2, we build on our findings from the first study and develop a disability voice scale. In Study 3, we analyze a sample of 676 PWD across two measurement waves to test a theoretical model examining the relationship between disability voice and PWDs' inclusion perceptions, as well as disability visibility as a potential boundary condition. We find that disability voice is positively related to PWDs' perceptions of opportunity for authenticity and belongingness. However, disability visibility did not significantly moderate these relationships. Theoretical and practical implications are discussed.Type:journal articleJournal:Journal of Organizational BehaviorVolume:in press - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Proaktives Verhalten als Schlüssel für Inklusion und Arbeitsfähigkeit(2026); ; Type:journal articleJournal:Personal QuarterlyVolume:1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, How to boost disability confidence in organizations? A framework with strategies and best practices for managersMany managers aspire to build inclusive workplaces but often lack disability confidence, i.e. clarity about what inclusion requires, how to act and how to avoid mistakes. Drawing on data from over 70,000 employees in Germany, Switzerland, and beyond, we introduce the St. Gallen Inclusion Index (SGII), a framework that translates inclusion into four actionable dimensions: authenticity, belongingness, equal opportunities, and synergy. Authenticity emphasizes employees’ ability to be their true selves at work, including the decision to disclose invisible disabilities. Belongingness captures the experience of being recognized as a valued team member. It can be promoted with micro-interventions such as inclusion nuggets, that help translate belongingness into practical, everyday strategies. Equal opportunities require policies and practices on the organizational level to ensure that employees with disabilities have the chance to equally contribute, develop, and have a career like their colleagues without disabilities. To foster equal opportunities two measures are particularly important: accommodations and equitable, flexible work arrangements. Synergy describes the integration of diverse perspectives and highlights the importance to hear and learn about the workplace experiences of employees with disabilities. To foster synergy managers thus need to foster disability voice in the organization. By linking the four dimensions to concrete managerial practices, the SGII enables managers to act with confidence and helps organizations unlock the full potential of a disability-diverse workforce.Type:journal articleJournal:Organizational DynamicsVolume:55Issue:4 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, When (your) inclusion is part of your job: exploring "professional" disability advocacyPurpose-The article explores two types of professional disability advocacy at work by employees with disabilities: (1) being an official disability representative and (2) being a disability inclusion specialist. Design/methodology/approach-We conducted 17 semi-structured interviews and used thematic analysis to explore common and distinct themes of disability advocacy between representatives and inclusion specialists. Findings-We find that both groups differed, especially regarding the form and impact of their advocacy. Representatives emphasized networking and internal advocacy. Inclusion specialists were more concerned with their role model function and their impact for person with disabilities outside their organizations. Originality/value-The analysis of different roles of disability advocacy within organizations has only been partially explored. In particular, research on the role of disability representatives, i.e., employees legally mandated (and elected) to represent disability issues at work, is scarce. We have taken a step to illuminate this aspect.Type:journal articleJournal:Equality, Diversity and Inclusion: An International Journal - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Wie lässt sich mobile Arbeit gesund gestalten?Mobiles Arbeiten hat auch nach Ende der Covid-19-Pandemie einen hohen Stellenwert in vielen Unternehmen. Unklar ist jedoch, wie sich die neu erlangte Flexibilität auf das Wohlbefinden der Beschäftigten auswirkt und wie die Gesundheit am Arbeitsplatz aktiv gefördert werden kann. In zwei groß angelegten Langzeitstudien wurden hierzu Schlüsselfaktoren auf individueller, Team- und Organisationsebene untersucht.Type:journal articleJournal:ASU Arbeitsmedizin Sozialmedizin UmweltmedizinVolume:2024Issue:01 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Include Me: The Role of Disability Voice for the Self-Inclusion of People with Disabilities at WorkType:conference paperJournal:Academy of Management ProceedingsVolume:2025Issue:1 - Some of the metrics are blocked by yourconsent settings
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Item type:Publication, Disability status, productivity and relative subjective age: The role of inclusive leadership.(2024); ; - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Impression Management as a Climate: Development and Validation of a Success Theater Climate Scale(2023) - Some of the metrics are blocked by yourconsent settings
Item type:Publication, I Did it My Way: Development and Validation of a Supervisor-Directed Constructive Deviance Scale(2022); Miriam MuethelType:conference paperJournal:Academy of Management Best Paper ProceedingsVolume:2022Issue:1