ATTRIBUTIONAL EFFECTS OF EQUAL-EMPLOYMENT OPPORTUNITY - THEORY DEVELOPMENT AT THE INTERSECTION OF EEO POLICY AND MANAGEMENT PRACTICE

The Americans With Disabilities and Rehabilitation Acts extend equal e mployment opportunity to categories that include those of individuals with seemingly self-inflicted and voluntary disabilities. This article applies attribution theory to examine a number of theoretical and pra ctical issues, which indicate that inclusion of self-selected or achie ved role groups may result in a compliance backlash harmful to equal e mployment opportunity. A pilot study supports the conclusion that indi viduals seen as causing their own problems are viewed as less desirabl e employees. The article suggests need for caution in extending EEO co verage and offers guides for program success. Implications are also di scussed for development of a managerially-based social contract theory .