Retaining Hispanic Talent: Fairness, Flexibility, Family
and Organizational Support
This paper provides research results on a study that examined turnover retentions,
conducted with a national sample of Hispanics. Participants were from a broad range
of industries and were all white collar Hispanic business professionals. Employees were
more likely to leave their organizations if they perceived stress and unfairness. Those
employees who worked for organizations that had flexible work schedules, work family
policies, and a culture of fairness were more likely to stay with their organizations. Recommendations
are provided for programs that are likely to retain employees. Login to read on >>The Moderating Effect of Ethnicity on Relations Between Cultural Values and the Importance of Job Attributes
Using data from a sample of employed Hispanic-Americans (Hispanics) and Anglo-Americans (Anglos), this study examined the moderating effects of ethnicity on relations between cultural values (values) and the importance of job attributes (e.g., job challenge, pay). Results of regression analyses showed that values were related to the importance of job attributes. For instance, collectivism was positively related to the importance of opportunities to help others. In addition, values were related to ethnicity. For example, relative to Anglos, Hispanics placed greater value on power distance. Finally, the analyses revealed several moderating effects. For instance, ethnicity moderated the relation between collectivism and the importance of work location. Implications of these findings for research and practice on attracting multicultural employees are considered. Read it FREE >>Submit Your Article to BJHR
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BJHR Areas
Letter from Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Fairness, Flexibility, Family and
Organizational Support . . . . . . . . . . . . . . . . . . . . . . . 10
Donna Maria Blancero, PhD & Robert G. DelCampo, PhD
Utilizing results from a national sample, this paper provides data on reasons why individuals leave their organizations. Based on these factors, recommendations are provided that can assist organizations in retaining Hispanics.
Diversity as a Strategy for Avoiding
Strategic Persistence . . . . . . . . . . . . . . . . . . . . . . . . 20
Miguel A. Quiñones, PhD & Pamela Emerson Ey, PhD
It is clear that the issue of diversity is becoming more important among corporations today. In this article, we describe the phenomenon known as strategic persistence and argue that diversity among the executive ranks is crucial in order for organizations to avoid this problem.
Beyond the Sky’s Limit: From Farm Worker
to the Upper Reaches of the Professional World:
The Journey of Luis Nogales . . . . . . . . . . . . . . . . . . 28
Miguel Figueroa, MBA, CPA & Robert G. DelCampo, PhD
Mr. Nogales shares his amazing experiences climbing the corporate ladder by overcoming racial and ethnic discrimination through hard work and perseverance, the influence of mentors, the importance of education and making oneself a true professional.
Between Cultural Values and the
Importance of Job Attributes . . . . . . . . . . . . . . . . . 42
Dianna L. Stone, PhD, Eugene F. Stone-Romero, PhD & Richard D. Johnson, PhD
Results of the study revealed that cultural values (i.e., collectivism and power distance) were related to the importance of job attributes. In addition, Hispanics found the following job attributes more important than Anglos (i.e., location, mentoring, opportunities to help others, and job challenge). Thus, organizations should consider these differences when designing recruitment and retention policies.
View all >>
Executive Articles
Retaining Hispanic Talent:Fairness, Flexibility, Family and
Organizational Support . . . . . . . . . . . . . . . . . . . . . . . 10
Donna Maria Blancero, PhD & Robert G. DelCampo, PhD
Utilizing results from a national sample, this paper provides data on reasons why individuals leave their organizations. Based on these factors, recommendations are provided that can assist organizations in retaining Hispanics.
Diversity as a Strategy for Avoiding
Strategic Persistence . . . . . . . . . . . . . . . . . . . . . . . . 20
Miguel A. Quiñones, PhD & Pamela Emerson Ey, PhD
It is clear that the issue of diversity is becoming more important among corporations today. In this article, we describe the phenomenon known as strategic persistence and argue that diversity among the executive ranks is crucial in order for organizations to avoid this problem.
Beyond the Sky’s Limit: From Farm Worker
to the Upper Reaches of the Professional World:
The Journey of Luis Nogales . . . . . . . . . . . . . . . . . . 28
Miguel Figueroa, MBA, CPA & Robert G. DelCampo, PhD
Mr. Nogales shares his amazing experiences climbing the corporate ladder by overcoming racial and ethnic discrimination through hard work and perseverance, the influence of mentors, the importance of education and making oneself a true professional.
Academic Articles
The Moderating Effect of Ethnicity on RelationsBetween Cultural Values and the
Importance of Job Attributes . . . . . . . . . . . . . . . . . 42
Dianna L. Stone, PhD, Eugene F. Stone-Romero, PhD & Richard D. Johnson, PhD
Results of the study revealed that cultural values (i.e., collectivism and power distance) were related to the importance of job attributes. In addition, Hispanics found the following job attributes more important than Anglos (i.e., location, mentoring, opportunities to help others, and job challenge). Thus, organizations should consider these differences when designing recruitment and retention policies.
View all >>