Purpose There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices and disability diversity climate for them to engage in their work roles. The purpose of this paper is to investigate how disability inclusive HR practices contribute to work engagement of employees with disabilities working in Vietnam-based information technology (IT) industry. Design/methodology/approach The research model was tested through the data collected from employees with disabilities and their direct supervisors from IT companies based in Vietnam. Findings The data analysis revealed that disability inclusive HR practices influenced employees with disabilities to engage in their work activities through organizational identification as a mediator. Moral leadership exhibited a positive interactive effect with disability inclusive HR practices in promoting organizational identification of employees with disabilities and, in turn, their work engagement. In addition, employees’ idiosyncratic deals were found to serve as an individual enhancer for the link between their organizational identification and work engagement. Originality/value This research sets a milestone for more empirical inquiries on disability-oriented antecedents at both organizational and individual levels that can foster work engagement of employees with disabilities.

中文翻译：

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让残障员工参与越南商业环境

目的在越南，有越来越多的组织（尽管规模仍然很小）来雇用残疾员工，并建立具有残疾包容性的管理实践和残疾多样性环境，以使他们能够胜任工作。本文的目的是调查包含残疾人的HR做法如何有助于越南信息技术（IT）行业中的残疾员工的工作投入。设计/方法/方法通过从越南的残障员工及其直接主管那里收集的数据对研究模型进行了测试。调查结果数据分析显示，包括残疾人在内的人力资源实践通过组织识别为调解人的方式，影响了残疾员工的工作活动。道德领导与包括残疾人在内的人力资源实践在促进组织对残疾员工的认同以及反过来促进他们的工作投入方面表现出积极的互动效果。此外，还发现员工的特殊交易是他们的组织认同与工作投入之间的联系的个体增强器。原创性/价值这项研究为在组织和个人层面上以残疾为导向的前提进行更多实证研究提供了一个里程碑，这可以促进残障员工的工作投入。员工的特质交易被发现是他们的组织认同与工作投入之间的联系的个体增强器。原创性/价值这项研究为在组织和个人层面上以残疾为导向的前提进行更多实证研究提供了一个里程碑，这可以促进残障员工的工作投入。员工的特质交易被发现是他们的组织认同与工作投入之间的联系的个体增强器。原创性/价值这项研究为在组织和个人层面上以残疾为导向的前提进行更多实证研究提供了一个里程碑，这可以促进残障员工的工作投入。