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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Donna Blancero and Miguel R. OlivasLuján and Dianna L. Stone
Robert G. DelCampo, Kathryn J.L. Jacobson, Harry J. Van Buren and Donna Maria Blancero
The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business…
Abstract
Purpose
The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.
Design/methodology/approach
Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.
Findings
No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.
Practical implications
Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.
Originality/value
The present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.
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Robert G. DelCampo and Donna Maria Blancero
The purpose of this paper is to investigate Hispanic business professionals’ perception of psychological contract fairness, perception of discrimination, and the influence of…
Abstract
Purpose
The purpose of this paper is to investigate Hispanic business professionals’ perception of psychological contract fairness, perception of discrimination, and the influence of autonomous status judgments on these variables.
Design/methodology/approach
Participants were drawn from a sample of an association of Hispanic business professionals. The survey instrument was created from existing scales; validity and reliability were established in a pilot study. The survey was administered at two time intervals to 164 Hispanic business professionals. Data were analyzed using a multiple regression analysis.
Findings
There were significant relationships between Hispanic business professionals’ psychological contract fairness perceptions, and perceptions of discrimination and autonomous status. As the score for psychological contract fairness increased, the score for perception of discrimination decreased. As the score for psychological contract fairness increased, the score for perception of autonomous status increased.
Research limitations/implications
The sample for the study was a convenience sample and therefore may contain a self report bias.
Practical implications
By empowering Hispanic employees and giving them the resources to truly believe they are valued by the organization, individual outcomes such as productivity and satisfaction could be positively affected.
Originality/value
This study took a new approach to investigating the psychological contract over time and provided useful data on the global fulfillment argument. It created a new model for studying the interaction of mediating variables on the psychological contract and filled a gap in the present research on Hispanic perceptions of psychological contract fairness.
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Donna Blancero and Lisa Ellram
Psychological contract and organizational justice theories are used in the management literature to describe the relationship between employees and employers. Provides an…
Abstract
Psychological contract and organizational justice theories are used in the management literature to describe the relationship between employees and employers. Provides an exploratory study that applies these theories to strategic partnerships between buyers and suppliers, drawing on logistics examples. Uses empirical data from a survey to illustrate where such relationships are working well, and where potential problems lie. Uses psychological contract and organizational justice theories to explain the implications of problem areas in partnerships, as well as to suggest possible solutions.
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Laura Guerrero and Richard A. Posthuma
– The purpose of this paper is to summarize research about Hispanic workers in the USA and identifies directions for future research.
Abstract
Purpose
The purpose of this paper is to summarize research about Hispanic workers in the USA and identifies directions for future research.
Design/methodology/approach
The paper identifies, analyze, and summarize 112 peer reviewed publications that deal with Hispanic workers in the USA.
Findings
The findings are grouped into major categories that deal with prejudice, discrimination, and diversity; job-related attitudes and behaviors; job search and careers; the interface with gender, sexual harassment and work/family issues. The paper report the 53 most prevalent and well-supported findings.
Research limitations/implications
Given the paucity of research about Hispanics in the workplace, the conclusions derived from this literature review should be interpreted with caution.
Originality/value
A literature review of Hispanic workers in the USA has not been conducted to date. This review sets identifies the need for several areas of research in relation to Hispanic workers in the USA.
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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.
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Robert G. DelCampo, Donna M. Blancero and Kristie M. Boudwin
Organizational researchers commonly use racioethnic identity or acculturation measures as predictors for various phenomena, however, rarely do they attempt to investigate events…
Abstract
Purpose
Organizational researchers commonly use racioethnic identity or acculturation measures as predictors for various phenomena, however, rarely do they attempt to investigate events or situations that might impact reports of identity. This study aims to determine the impact of the events of 11 September 2001 on reports of Hispanic identity in Hispanic business professionals as well as the varying degree of impact by physical distance from the event.
Design/methodology/approach
Sixty‐seven respondents were tracked longitudinally both pre‐ and post‐9/11 with reports of Hispanic identity. Additionally, cross‐sectional data from both time periods reporting Hispanic identity were analyzed.
Findings
Results show that Hispanic identity reports are significantly lower post‐9/11 in both the longitudinal and cross‐sectional sample. Further, distance from event impacted the magnitude of the difference. Data on perceptions of the impact of 9/11 on work‐life are also presented.
Research limitations/implications
Sample size in the longitudinal portion of this particular study is relatively small. Additionally, future research could focus on other traumatic events (either at the personal level, i.e. death of a family member, layoffs, etc.; or community level, i.e. impact of natural disasters, etc.) on reports of racioethnic identification for other groups (i.e. Anglo, Asian‐American, Impatriates, Expatriates, foreign nationals, etc.).
Practical implications
Management literature shows us that racioethnic identification has a significant impact on one's perceptions, work, and otherwise. Individuals may perceive a more hostile or discriminatory work environment based on this identity. In this vein, it appears that traumatic events bond individuals together in a collective culture. After a traumatic event an organization may have an opportunity to redefine an organization and improve value congruence and strength of organizational culture.
Originality/value
This study is unique in that it contains both cross‐sectional and longitudinal data for racioethnic identity both pre‐ and post‐9/11 using identical measures. Not only does it add insight into the impact of these tragic events on the American populous, it fills a gap in Hispanic professional literature by attempting to describe the unique nature of these employees.
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Nicholas J. Beutell and Joy A. Schneer
Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy…
Abstract
Purpose
Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and job demands-resources theories, the authors model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic whites. The paper aims to discuss these issues.
Design/methodology/approach
This quantitative study examined responses from respondents (n=2,988) of the 2008 National Study of the Changing Workforce using descriptive statistics, t-tests, ANOVAs, and structural equation models (SEM). The paper focusses primarily on Hispanics and also examined gender differences for Hispanics and non-Hispanic whites.
Findings
Hispanic women reported the highest work-family conflict (work interfering with family (WIF) and family interfering with work (FIW)) and synergy (work-family synergy (WFS)) levels. Job resources are related to WIF for Hispanic women but not Hispanic men. Autonomy was the best predictor of WFS for all groups. Coping mediated the depression-life satisfaction relationship. WIF and WFS were each significantly related to job satisfaction. Job satisfaction and life satisfaction were significantly related for all groups except Hispanic women. Job satisfaction-turnover paths were significant.
Research limitations/implications
Although based on a high-quality national probability sample, all information was gathered from one extensive interview. There is also a need to examine subgroups of Hispanics beyond the scope of this data set.
Practical implications
Results suggest similarities as well as differences in work-family variables for Hispanics and non-Hispanic whites. Corporate work-family policies and initiatives may need to be altered in light of ethnicity and gender issues as the workforce becomes more diverse.
Originality/value
This study examined work-family conflict and synergy among Hispanics. The predominance of research on non-Hispanic whites needed to be extended to different racial/ethnic groups who may experience WIF, FIW, and WFS differently.
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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.