Richard D. Johnson, Dianna L. Stone and Kimberly M. Lukaszewski
The hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually…
Abstract
Purpose
The hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually identifying and hiring new employees. The purpose of this paper is to discuss how hospitality and tourism organizations can use electronic human resource management (eHRM) and artificial intelligence (AI) to help recruit and select qualified employees, increase individual retention rates and decrease the time needed to replace employees. Specifically, it discusses how e-recruiting and e-selection and AI tools can help hospitality and tourism organizations improve recruiting and selection outcomes.
Design/methodology/approach
Research on eHRM, AI, employee recruitment and employee selection are applied to the hospitality and tourism industry and insights for how eHRM and AI can be applied to the industry are discussed.
Findings
eHRM and AI have the potential to transform how the hospitality and tourism industry recruit and select employees. However, care must be taken to ensure that the insights gained and the decisions made are well received by employees and lead to better employee and organizational outcomes.
Research limitations/implications
This paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.
Originality/value
This paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.
Details
Keywords
Dianna L. Stone, Kimberly M. Lukaszewski, Dianna Contreras Krueger and Julio C. Canedo
This chapter applies a model of Social Cognition to explain some of the underlying factors that influence unfair discrimination against immigrants in organizations.
Abstract
Purpose
This chapter applies a model of Social Cognition to explain some of the underlying factors that influence unfair discrimination against immigrants in organizations.
Design/Approach
It (1) presents a model of the attributes of immigrants that influence the categorization, stereotyping, job expectancies, and employment decisions about immigrants, (2) reviews the existing literature on biases toward immigrants, (3) offers hypotheses to guide future research, and (4) suggests strategies for overcoming unfair discrimination toward these individuals in employment contexts.
Findings
Our review of the research suggested that a number of factors influence unfair discrimination toward immigrants, including their country of origin, race/ethnicity, perceived danger, gender, socioeconomic status, education, and skill. However, most of this research has been conducted in social contexts, so we argued that additional research is needed to examine the relations between these attributes and employment decisions in work-related settings.
Practical Implications
Our model suggests several strategies that can be used to overcome unfair discrimination against immigrants in work contexts. We outline these strategies in the chapter.
Social Implications
There are hostile attitudes toward immigrants around the world, which makes it difficult for them to gain and maintain employment. Thus, this chapter offers several reasons for these negative attitudes and strategies for overcoming them.
Originality
Despite the widespread negative reactions to immigrants around the world, relatively little theory and research has focused on unfair discrimination toward immigrants in work settings. Therefore, our chapter makes a unique and important contribution to understanding unfair discrimination toward immigrants, and suggests strategies that may help them overcome these problems.
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Dianna L. Stone, Richard D. Johnson, Eugene F. Stone‐Romero and Mark Hartman
Using data from 184 employed Hispanic‐American and Anglo‐American participants in the United States, the present study examined the relations between four cultural values (i.e.…
Abstract
Using data from 184 employed Hispanic‐American and Anglo‐American participants in the United States, the present study examined the relations between four cultural values (i.e., collectivism, power distance, familism, present time orientation) and job choice preferences. Results revealed that (1) collectivism was positively related to the importance of coworkers and working in a diverse organization, (2) familism was related to preferences for jobs with personal time off, and (3) power distance was related to the importance of organizational reputation and promotion opportunities. In addition, the findings revealed that, relative to Anglo‐Americans, Hispanic Americans felt that organizational reputation, flexible work hours, bonuses, and diversity were more important job choice factors. Implications are offered for conducting future research on job choice and developing recruitment practices in multicultural organizations in the United States.
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Dianna Contreras Krueger, Dianna L. Stone and Eugene Stone-Romero
The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on…
Abstract
Purpose
The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on job suitability and a hiring recommendation. It also examined relations between rater ethnicity and ratings of the job suitability of normal and overweight applicants.
Design/methodology/approach
The study used a 2×2×2 experimental design and data from 400 individuals (201 Anglos and 199 Hispanics) with hiring experience to test the study's hypotheses. Participants were randomly assigned to conditions, and asked to review a resume and picture of a normal or overweight applicant. Then, they were asked to rate the applicant's job suitability and make a hiring recommendation.
Findings
The results revealed that: overweight female applicants were rated as more suitable for jobs and more likely to be recommended for hire when they had high rather than low conscientiousness; Hispanics were more likely to recommend overweight applicants for hire than Anglos; and there was a three-way interaction among applicant weight, rater ethnicity, and nurturing job demands for the hiring recommendation criterion.
Research limitations/implications
The study was conducted in a simulated hiring context. Thus, research is needed to determine if the results generalize to actual work settings.
Practical implications
The results suggest that organizations should provide decision makers with detailed information about applicants' conscientiousness, and the nurturing demands of jobs. When these types of information are presented, raters are less likely to display weight-based bias.
Originality/value
Previous research on weight-based bias was not based on a theoretical model, but the present study used a theoretical framework to guide the development of hypotheses (Stone and Colella, 1996; Stone et al., 1992). In addition, it is the first study to examine the effects of overweight applicant conscientiousness and stereotype-job fit on ratings of job suitability, and differences between Hispanic and Anglo views of overweight applicants.
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Eugene F. Stone-Romero and Dianna L. Stone
Individuals are often stigmatized by virtue of their status on various dimensions and as a consequence, they typically evoke negative cognitions, affect, and emotions among…
Abstract
Individuals are often stigmatized by virtue of their status on various dimensions and as a consequence, they typically evoke negative cognitions, affect, and emotions among observers. In addition, they are often the targets of both access and treatment discrimination in organizations. Thus, we present a model of the cognitive, affective, and cultural influences on stigmatization in organizations, detail how stigmatization affects human resource management processes and practices, and consider strategies that can be used to reduce the problems faced by stigmatized individuals in organizations.
Jennifer L. Paschal, Dianna L. Stone and Eugene F. Stone‐Romero
The widespread use of electronic mail (e‐mail) at work has prompted a growing number of companies to implement e‐mail policies to protect both business interests and the privacy…
Abstract
Purpose
The widespread use of electronic mail (e‐mail) at work has prompted a growing number of companies to implement e‐mail policies to protect both business interests and the privacy of employees. However, very little is known about the effects of such policies on such outcomes for employees such as perceived invasiveness and fairness. Thus, the paper aims to consider these issues.
Design/methodology/approach
This paper uses a 2×2 experimental design and a sample of 592 employed internet users to examine the effects of e‐mail policy characteristics (i.e. policy restrictiveness and policy justification) on perceptions of invasion of privacy (invasiveness) and fairness.
Findings
Results indicate that policy restrictiveness has effects on both invasiveness and fairness, and that policy justification has an effect on fairness. In addition, privacy values are related to both invasiveness and fairness, and moderated the effect of policy restrictiveness on fairness.
Practical implications
Implications for practice and the integration of organizational justice and organizational privacy theory are discussed. In terms of practice, for example, the study's results have implications for the formulation and enforcement of policies concerning the use of e‐mail systems.
Originality/value
This paper is the first to consider the effects of e‐mail policies on employee reactions (i.e. fairness and invasiveness).
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Teresa Harrison and Dianna L. Stone
The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites…
Abstract
Purpose
The purpose of this paper is to examine the degree to which job seekers’ cultural values moderate the relations between organizational values displayed on an e-recruiting websites and organizational attraction by adapting a Cultural Vales Model of Recruitment. The authors also assessed the moderating relation of collectivism on the relation between an opportunity to contact an employee in the organization and attraction.
Design/methodology/approach
This study used a 2 × 2 design and data from 235 students who were seeking jobs.
Findings
Individualism moderated the relation between website achievement values and organizational attraction. Individuals’ collectivism values moderated the relation between the opportunity to contact an employee and attraction.
Practical implications
Organizations that display achievement values on websites may attract individuals with highly value individualism. This may inadvertently limit diversity. Findings also suggest that providing an opportunity to contact an employee is likely to attract individuals with high rather than low levels of collectivism.
Social implications
Content displayed on e-recruiting websites may inadvertently limit diversity in organizations.
Originality/value
This was the first study to examine the effects of the congruence of individual cultural values with organizational values, and the opportunity to contact an employee on attraction in an e-recruiting context.
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Julio C. Canedo, Dianna L. Stone, Stephanie L. Black and Kimberly M. Lukaszewski
Although there has been considerable research on entrepreneurship (Rauch and Frese, 2000), there has been limited research on Hispanic entrepreneurs (e.g. Peterson, 1995; Shinnar…
Abstract
Purpose
Although there has been considerable research on entrepreneurship (Rauch and Frese, 2000), there has been limited research on Hispanic entrepreneurs (e.g. Peterson, 1995; Shinnar and Young, 2008; Zarrugh, 2007), and much of the literature has been atheoretical or fragmented. Therefore, this paper uses an existing model of entrepreneurship (Baron and Henry, 2011) to understand and explain the factors related to the behaviors of Hispanic entrepreneurs. The purpose of this paper is to consider the literature on Hispanic entrepreneurs relevant to each stage in the model, and presents testable hypotheses to guide future research on the issue.
Design/methodology/approach
In order to uncover the research on Hispanic entrepreneurs several databases were searched including ABI Inform, PsyArticles, and ProQuest. In addition, a review of key entrepreneurship and Hispanic journals (e.g. Hispanic Journal of Behavioral Science) was conducted. Relevant papers from 1980 to date were included.
Findings
Significant research on ethnic entrepreneurship has been conducted, especially on the personal characteristics of entrepreneurs. The extant literature, however, has been primarily atheoretical and lacks empirical evidence to support a consensus regarding the findings. The authors provide a model to guide research on Hispanic entrepreneurs.
Practical implications
Research revealed that Hispanics may be more likely to start new businesses, but also more likely to fail than Anglos (Sullivan, 2007). As a result, this paper highlights the potential obstacles affecting the behavior of Hispanic entrepreneurs, and considers a number of practical implications for enhancing their success rates.
Social implications
Hispanics are the fastest growing minority group in the USA, and entrepreneurship often provides a springboard for their economic advancement and social integration (Wang and Li, 2007). As a result, the present paper has important implications for increasing the success rates and integration of Hispanics in US society. It may also have key implications for policy makers who are trying to identify strategies for increasing the number of Hispanic new business ventures in our society.
Originality/value
The authors believe that this paper adds value to the literature because it uses a theoretical model to explain the factors thought to affect the behavior of Hispanic entrepreneurs. Also, it identifies a number of avenues for future research on the topic. Even though there has been some research on Hispanic entrepreneurs, the authors believe that the current framework will identify the key gaps in the literature and foster additional research.
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Donna Blancero and Miguel R. OlivasLuján and Dianna L. Stone
Linda C. Isenhour, Diana L. Stone and Donald Lien
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors…
Abstract
Purpose
The purpose of this paper is to highlight the importance of advancing theory and research in China through identification of unique aspects of Chinese organizational behaviors, which can lead to expanded, robust organizational behavior and human resource management models and theories that transcend national boundaries.
Design/methodology/approach
This is a conceptual paper and does not employ research methods.
Findings
The results of studies included in this special issue suggest that researchers can identify elements unique to China in constructs such as psychological capital, work‐to‐family spillover, work‐family conflict, performance appraisal process, and expatriate interactions that further expand theory and research in organizational behavior.
Practical implications
The review of articles in the special issue suggests that managers in organizations in China may want to: develop individuals' psychological capital; train managers on the importance of eliminating abusive behaviors and developing employees' heartiness; adopt family friendly practices; employ performance appraisal process to encourage commitment and organizational citizenship behaviors; and train local country nationals on working with expatriates to enhance organizational effectiveness.
Originality/value
This review provides a unique perspective on employee behavior because it considers such behavior in a Chinese context.