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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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 Maria Blancero and Erin A. Kelley
This chapter underscores the increasing importance of diversity, equity, inclusion, and justice (DEIJ) education in business schools, citing societal disparities, corporate…
Abstract
This chapter underscores the increasing importance of diversity, equity, inclusion, and justice (DEIJ) education in business schools, citing societal disparities, corporate commitments, and social movements. The Association to Advance Collegiate Schools of Business (AACSB) emphasizes the role of diverse representation in faculty, staff, and curriculum to inspire learners and foster diverse leadership in business. The call for integrated DEIJ throughout the business curriculum is not new, and the text suggests introducing these topics through a stand-alone foundational course. It acknowledges the challenges of curricular changes and recommends democratic processes for effective implementation. This chapter encourages exploring the impact of biases in artificial intelligence (AI) and suggests incorporating discussions on AI tools like ChatGPT as educational opportunities to address biases within the context of business and society.
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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Lynn R. Offermann, Kenneth Matos and Sumona Basu DeGraaf
Drawing on social categorization, relational demography, and faultline theories, the purpose of this paper is to examine interpersonal relationships between Hispanic American…
Abstract
Purpose
Drawing on social categorization, relational demography, and faultline theories, the purpose of this paper is to examine interpersonal relationships between Hispanic American, European-American, African-American, and Asian-American coworkers in relation to language use in the workplace (English or Spanish).
Design/methodology/approach
Employed adults (n=97) participated in one of four racioethnic-specific focus groups (Hispanic American, European-American, African-American, and Asian-American) at each of four worksites in order to assess their reactions to working in a linguistically diverse environment. Interviews with onsite management and human resource directors were also conducted.
Findings
Language issues created noticeable faultlines between English and Spanish speakers. In total, six themes representing issues for multilingual organizations emerged: inclusion vs exclusion, assimilation vs ingroup identification, essential communications, composition issues, utility of speaking English, and negative affective responses.
Research limitations/implications
Results highlight the difficulties inherent in working in multilingual groups and the challenges they present for organizations. Results also suggest the importance of group composition in the development of language issues.
Originality/value
This paper is among the first to present insight into the experiences of workers in linguistically diverse workplaces, and the barriers presented by language differences. As the number of Hispanics in the US workforce continues to increase, maintaining effective relationships between Spanish and English speakers at work becomes especially important for organizational success. Suggestions for managing a multilingual workforce are included.