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Article
Publication date: 6 July 2020

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…

35304

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.

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Publication date: 7 May 2019

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.

Details

Diversity within Diversity Management
Type: Book
ISBN: 978-1-78973-172-9

Keywords

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Article
Publication date: 1 April 2006

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.…

597

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.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 4 no. 1
Type: Research Article
ISSN: 1536-5433

Keywords

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Article
Publication date: 4 February 2014

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…

1800

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.

Details

Journal of Managerial Psychology, vol. 29 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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Book part
Publication date: 28 August 2007

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.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-7623-1432-4

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Article
Publication date: 14 August 2009

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…

1466

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).

Details

Journal of Managerial Psychology, vol. 24 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 21 June 2018

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…

2780

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.

Details

Journal of Managerial Psychology, vol. 33 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 5 August 2014

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…

1906

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.

Details

Journal of Managerial Psychology, vol. 29 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

Available. Content available
622

Abstract

Details

Journal of Managerial Psychology, vol. 29 no. 6
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 21 September 2012

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…

1502

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.

Details

Journal of Managerial Psychology, vol. 27 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

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