Monica C. Gavino, Denise E. Williams, David Jacobson and Iris Smith
The purpose of this paper is to examine both the Latino/Hispanic entrepreneurs’ social media adoption (SMA) for business purposes and the influence of culture on personal versus…
Abstract
Purpose
The purpose of this paper is to examine both the Latino/Hispanic entrepreneurs’ social media adoption (SMA) for business purposes and the influence of culture on personal versus business social network platform (SNP) selection.
Design/methodology/approach
The Technology Acceptance Model’s (TAM) factors of perceived usefulness (PU) and perceived ease of use (PEU) as drivers of Latino/Hispanic entrepreneurs’ social network platform selection are examined as well as the effect of SMA on revenue. Data was collected from 633 small business owners across the United States via an online survey administered in English and Spanish.
Findings
Results indicate that Latino/Hispanic business owners use personal SNP more than business SNP for business purposes. PU and PEU were not found to predict personal SNP for Latino/Hispanic entrepreneurs. However, for Non-Latino/Hispanics, PU was significant while PEU was marginally significant. Findings for PU and PEU as predictors of business SNP indicate similar results for both Latino/Hispanic and non-Latino/Hispanic entrepreneurs, where only PEU was significant. Finally, there was no relationship between either business or personal SNP and revenue for either Latino/Hispanic or non-Latino/Hispanic entrepreneurs.
Practical implications
This research provides more insight into Latino/Hispanic entrepreneurs’ self-directed engagement in personal SNP (Facebook) and business SNP (LinkedIn) for business purposes and invites future research in this population to further examine cultural influence and business performance. The findings support the need for Latino/Hispanic entrepreneurs’ strengthening their competency in social media usage to remain competitive, as doing so will enhance their capability for building customer relationships, brand development, and equity financing.
Originality/value
This investigation 1) examines SMA’s role in Latino/Hispanic small and medium enterprises (SMEs); 2) distinguishes between personal and business social network platforms; 3) investigates TAM’s relevance for Latino/Hispanic entrepreneurs’ use of social media for business; and 4) explores SME social media usage as a predictor of revenue. We seek to provide practitioners with a greater understanding of how they may influence business success and sustainability through better competency development and usage of social media platforms.
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The aim of this article is to provide Dr Bailey Jackson's perspective on institutional and systemic barriers to full inclusion of diverse faculty in higher education through the…
Abstract
Purpose
The aim of this article is to provide Dr Bailey Jackson's perspective on institutional and systemic barriers to full inclusion of diverse faculty in higher education through the lens of the multicultural organizational development (MCOD) model. Dr Jackson is renowned for his work on social justice, diversity and multiculturalism.
Design/methodology/approach
This is a personal interview with Dr Bailey Jackson. This interview provides insight on institutional level change efforts through the MCOD framework, a perspective on why institutions get stuck on the way to becoming healthy multicultural institutions, and the effect on moving the needle on faculty diversity in institutions of higher education.
Findings
The institutional obstacles and barriers tend to be centered around misalignment with the mission, vision and core values, and how those are formulated to include diversity and inclusion. Faculty diversity is only one component in dealing with the health of any organization or the academy as a whole. If institutions focus on diversity faculty in an unhealthy system, they will encounter limitations on how much the institution will develop on the MCOD continuum. The health of the overall system is going to affect the approach to faculty diversity.
Practical implications
Dr Jackson provides insight on his work with the MCOD framework and specifically the overall health of the institution as critical to faculty diversity initiatives. Questions to help institutions begin to assess themselves and identify changes required to move toward Multicultural within the context of faculty diversity are provided.
Originality/value
Through a series of questions, insight from Dr Jackson on why institutions get stuck in moving the needle on faculty diversity through the lens of the MCOD framework is gained.
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Monica C. Gavino, John E. Eber and David Bell
The purpose of this paper is to provide insight and reflections on the experience of initiating a diversity effort from the perspective of members of a university change team. The…
Abstract
Purpose
The purpose of this paper is to provide insight and reflections on the experience of initiating a diversity effort from the perspective of members of a university change team. The process, challenges, and recommendations for institutions that may embark on a formal initiative towards becoming a more inclusive and equitable community are discussed.
Design/methodology/approach
The multicultural organizational development (MCOD) model is operationalized at this university. MCOD is a long‐term, complex, organizational change process that aims at reducing oppression that exists in institutions through a fundamental transformation of the culture.
Findings
Based on the findings of the assessment, the results indicate that the university climate is trending in a positive direction. However, a gap exists between where the university aspires to be, as a multicultural campus, and the stage it is currently in with respect to four social identity areas: race, gender, religion, and sexual orientation.
Practical implications
Recommendations for helping with a successful implementation of an organizational change initiative and assisting institutions to navigate through the process more effectively are provided.
Social implications
This paper provides an approachable, data‐driven, evidence‐based process for colleges and universities to consider to implement and measure their diversity efforts.
Originality/value
This paper draws from the unique experience of members of a change team and the utilization of the MCOD model in a faith‐based university setting, and highlights the process and the challenges that many institutions still face while implementing a diversity change effort.
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Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.
Abstract
Purpose
Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Institutions committed to implementing a diversity initiative should conduct a pre‐assessment before engaging in the formal institution‐wide process. The purpose is to develop an understanding of the culture, its receptiveness to diversity initiatives, and willingness to embrace change. Understanding the internal forces, the level of openness or resistance, the sources of resistance and identifying champions will enable the process to be informed. A pre‐assessment effort would minimize surprises, roadblocks, and derailers. Launching any university‐wide initiative needs significant financial support and dedicated personnel. The long‐term financial and human resources implications should be carefully reviewed before beginning the process. A transparent budget and timely feedback will assist in the development and execution of the activities in the action plans. The key factor required for a successful transformational change process is the leadership of the institution. The leadership team must demonstrate its commitment to achieving the goals and supporting the process the institution is about to undertake.
Practical implications
Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.
Social implications
Provides strategic insights and practical thinking that can have a broader social impact.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.
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Odoch Hojops, Monica Mirembe Mukoza, Barbara N. Kayondo and Rehema Namono
Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance…
Abstract
Purpose
Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance human resource practices (H-PHRPs) on its outcomes. Scholars have, however, questioned the appropriateness and applicability of H-PHRPs in developing economies, one of the eye-catching debates being the implicit universality of H-PHRPs. Literature has also banded the H-PHRPS and established the antecedent role of H-PHRPS on its outcomes. This study aims to examine the relative importance of H-PHRPs on discretionary work behavior (DWB) using a sample from public university employees to confirm the external validity of H-PHRPS constructs by replicating the findings in an Eastern setting and, more so, a developing nation like Uganda.
Design/methodology/approach
In the study, the authors used relative analysis to determine the role of H-PHRPs in enhancing DWB. The authors examined performance-based compensation, employee training and development, employee empowerment, competence-based performance appraisal and merit-based promotion as the H-PHRPs. The authors selected a sample of employees from Ugandan Universities used an explanatory study design to test the antecedent role of H-PHRPs on DWB.
Findings
The research results show that individual H-PHRPs significantly affect DWB. As regards the relative importance of H-PHRPs on DWB, the findings further reveal that H-PHRPs predicts DWB over and above its individual components.
Research limitations/implications
The authors gathered the data from public universities; therefore, when applied to a scenario of private universities, the conclusions might not hold up. Therefore, to confirm the results of the current study, future research can take private universities into account. Although, the study was cross-sectional, high performance human resource strategies in an organization may evolve over time. This work paves the way for future longitudinal studies in the same field of study.
Practical implications
This research presents an understanding justification for human resources management strategies. Organizations’ managers should improve the morale of their employees through various management practices by strategically devising human resource practices geared toward enhancing employee DWB. Organizational managers ought to prioritize the high-performance practices in order of relative importance in enhancing employee DWB. By prioritizing human resource practices, like training and pay for performance, universities are able to proportionately direct distinctive focus on human resource practices that enhance employee behaviors.
Originality/value
The findings of the research have both empirical and theoretical significance. This is an innovative study that aims to determine the relative relevance of H-PHRPs on DWB by using a sample taken from Ugandan public universities which is a developing nation. From a theoretical standpoint, the study enhances the practicability of the social exchange theory by establishing that employees exhibit DWB to reciprocate the organization for the H-PHRPs provided by the organization.
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Roberto Bruni and Olga Rauhut Kompaniets
This study aims to discuss the contribution of street art projects to the place-making of villages and the effects it generates for local stakeholders.
Abstract
Purpose
This study aims to discuss the contribution of street art projects to the place-making of villages and the effects it generates for local stakeholders.
Design/methodology/approach
A conceptual framework is developed based on the main characteristics of the place-making process, street art, creative place-making, as well as place identity, revitalisation and regeneration. This framework defines a set of thematic categories for the qualitative content analysis of online information, e.g. websites, media and blog posts, as well as in-depth interviews with local stakeholders.
Findings
This research presents the contribution of street art in place-making involving citizens, local businesses and international artists in a collective act to preserve local identity and revitalise and regenerate villages.
Research limitations/implications
The research is focused only on villages. Cities are not considered in the research.
Practical implications
Street art projects provide villages with several opportunities, such as stimulating place regeneration and revitalisation, giving new shape and decoration to neighbourhoods and streets and attracting visitors and business. Moreover, street art is commonly used to communicate local history, culture, traditions and social and political facts, helping places to vehiculate their identity and their messages to the next generations. Street art is also used as a part of a place branding strategy.
Social implications
The village gets the opportunity to exploit the street art value proposition to stimulate the restocking of the place, if the primary stakeholders of the place are ready to invest in the new place identity giving trust to the street art project.
Originality/value
Street art projects contribute to the place-making of villages. They are used to communicate place identity, fostering cooperation between local stakeholders and economic and social development.