Laetitia Hauret and Donald R. Williams
This article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural…
Abstract
Purpose
This article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.
Design/methodology/approach
Using merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.
Findings
The relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.
Practical implications
The research highlights the need for employers to actively manage the diversity within their firms.
Originality/value
The paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.
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The purpose of this paper is to estimate the return to multiple language usage in the workplace.
Abstract
Purpose
The purpose of this paper is to estimate the return to multiple language usage in the workplace.
Design/methodology/approach
This article aims to estimate the effect that using an additional language at work has on earnings for a sample of workers in the European Community Household Panel survey. OLS and fixed‐effects specifications of log‐earnings regressions are estimated by country with controls for standard human capital, job, and personal characteristics.
Findings:
The results indicate that the use of a second language in the workplace raises earnings by 3 to 5 percent in several Western European nations, with even greater returns found in some. The estimated returns are found to be correlated with the extent of tourism in the country, but not other measures of trade.
Originality/value
This is the first paper to estimate returns to usage of an additional language in the workplace across the European Union, and contributes to our knowledge of the benefits of multi‐lingualism.
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Jagjit S. Brar and A.M.M. Jamal
Advocates of minority groups often claim that the corporate management lays off minority workers first at the onset of recessions and hires them last once the recovery begins…
Abstract
Advocates of minority groups often claim that the corporate management lays off minority workers first at the onset of recessions and hires them last once the recovery begins. Assertions of this sort are rooted in the belief that the labour market remains inherently discriminatory in spite of the U.S. Equal Employment Opportunity and Affirmative Action laws. Often times the popular media reinforces such assertions. An article in The Wall Street Journal claimed that during the U.S. recession of 1990–91 only blacks suffered a net employment loss (Sharpe, 1993), whereas another report by a Hispanic organisation contended that Hispanics were one of the few minority groups who did not recover from the last recession.
Previous studies examined the effects of diversity according to gender, race and age, whereas the present study focused on nationality. The authors wanted to find out the impact…
Abstract
Purpose
Previous studies examined the effects of diversity according to gender, race and age, whereas the present study focused on nationality. The authors wanted to find out the impact of workplace diversity on job satisfaction.
Design/methodology/approach
The analysis relied on two data sources. The first was the 2013 survey of “Working Conditions and the Quality of Work Life” in Luxembourg. The sampling plan was based on data from Luxembourg’s social security administration. There were four variables: The first was the size of the firm (less than 15 employees, between 15 and 49, and more than 50). The second was employee status (blue collar worker, or employee). The other variables were gender and age.
Findings
Results showed workplace diversity has a negative impact on job satisfaction. But the data also revealed job satisfaction increased for the minority nationalities when a certain threshold for diversity was reached. The authors said this might be because when there were enough workers “like themselves”, satisfaction grew.
Originality/value
The authors said their study would become increasingly important as globalization increased the proportion of foreign workers inside firms. They said that from a managerial perspective, it was crucial to know if national diversity was linked to employees’ attitudes.
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Jeremy Reynolds and Linda A. Renzulli
This paper uses a representative sample of U.S. workers to examine how self-employment may reduce work-life conflict. We find that self-employment prevents work from interfering…
Abstract
This paper uses a representative sample of U.S. workers to examine how self-employment may reduce work-life conflict. We find that self-employment prevents work from interfering with life (WIL), especially among women, but it heightens the tendency for life to interfere with work (LIW). We show that self-employment is connected to WIL and LIW by different causal mechanisms. The self-employed experience less WIL because they have more autonomy and control over the duration and timing of work. Working at home is the most important reason the self-employed experience more LIW than wage and salary workers.
David Norman Smith and Eric Allen Hanley
Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his…
Abstract
Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.
Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.
In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.
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Alexandra L. Ferrentino, Meghan L. Maliga, Richard A. Bernardi and Susan M. Bosco
This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in…
Abstract
This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.