Aleksandra Luksyte, Christiane Spitzmueller and Carolina Y. Rivera-Minaya
The purpose of this paper is to examine stressor-strain relationships that play a role in foreign-born Hispanic workers’ well-being and family-to-work facilitation (FWF) as a…
Abstract
Purpose
The purpose of this paper is to examine stressor-strain relationships that play a role in foreign-born Hispanic workers’ well-being and family-to-work facilitation (FWF) as a moderator in this relationship.
Design/methodology/approach
The authors used a unique sample of foreign-born Hispanic workers employed in blue-labor jobs in Texas (n=163).
Findings
Consistent with the theoretical assertions, the authors found support for the negative relationship between legal status concern and Hispanic workers’ psychological and perceived physical health. Further, FWF attenuated the negative consequences of lack of English language proficiency on psychological well-being.
Research limitations/implications
Both organizations and Hispanic workers can benefit from the results of the study. Hispanic immigrants can enhance their well-being by relying more on their families and seeking more support from their friends and families when dealing with immigration-related stressors. Organizations and policymakers can improve Hispanic workers’ well-being by educating them about immigration-related issues and by offering help with mastering English language.
Originality/value
The authors studied psychological and physical well-being of a population that is generally underrepresented in the literature – foreign-born Hispanic immigrant employees. The paper also examined what employers can do to improve the work experience of these workers.
Details
Keywords
Stephanie Black, Laura Guerrero and Donna Maria Blancero
This conceptual paper seeks to contribute to the literature on Hispanics in the workplace by applying the job demand-resource (JD-R) model to better identify some of the unique…
Abstract
Purpose
This conceptual paper seeks to contribute to the literature on Hispanics in the workplace by applying the job demand-resource (JD-R) model to better identify some of the unique demands, resources and outcomes that have been studied within Hispanic populations. Specifically, we apply moderators that uniquely differentiate Hispanic workers from the more dominant White culture.
Design/methodology/approach
Our search revealed peer-reviewed papers from 1970 to 2019. This timeframe was chosen because earlier studies did not report findings specifically about Hispanics. We excluded papers that: (1) focused on measurement equivalence, were qualitative or conceptual, (2) were not related to workers or employees (3) examined outcomes not resulting from demands and resources, (4) studied Hispanics not living in the US or (5) did not report independent findings on Hispanics. Based on our parameters, a total of 82 articles have been included in our study.
Findings
Our literature review revealed a tendency to treat Hispanics as a homogeneous group rather than delving into their distinct characteristics. Consequently, our model and propositions offer a framework to thoroughly investigate the unique attributes of Hispanics in the workplace.
Practical implications
This paper aims to encourage further research on Hispanics in the workplace, fostering a deeper understanding among organizations and managers to create a work environment that is more inclusive and conducive to productivity.
Originality/value
This paper enhances the literature on Hispanics in the workplace by presenting a model and propositions grounded in JD-R theory, with a specific focus on exploring factors that impact the job-related outcomes of Hispanics.
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The papers published in this special issue demonstrate that the field of management can make important contributions to the knowledge about Hispanics and Latin Americans (HLAs) in…
Abstract
Purpose
The papers published in this special issue demonstrate that the field of management can make important contributions to the knowledge about Hispanics and Latin Americans (HLAs) in the workplace. The purpose of this paper is to offer an alternative yet complementary perspective that conducting research on HLAs will make important contributions to the field of management.
Design/methodology/approach
Conceptual paper.
Findings
Research on HLAs provides opportunities to develop and use innovative research design and measurement approaches (including qualitative and hybrid methods), leads to innovative solutions and protocols for addressing ethical challenges and Institutional Review Board regulations, and creates opportunities to access large secondary databases, sources of data collection, and research funding.
Research limitations/implications
Additional research is needed to realize the benefits that result from conducting research on HLAs in the workplace.
Practical implications
Because research on HLAs involves designing studies with an end in mind, results will lead to actionable knowledge that will help bridge the science-practice gap.
Social implications
Future research on HLAs is likely to have important social implications given that demographic changes in the USA have catapulted HLAs into soon becoming the largest ethnic minority group in the country and Hispanic workers are projected to represent about 80 percent of the total growth in the US labor force over the next four decades.
Originality/value
The alternative perspective that conducting research on HLAs will benefit the field of management is not meant to compete with but, rather, complement contributions of the other papers published in this special issue.