Inside This Issue
DECEMBER 2007
Volume 1, Issue 2Letter from Editor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Executive Articles
Retaining Hispanic Talent: Fairness, Flexibility, Family
and Organizational Support . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Donna Maria Blancero, PhD and Robert G. DelCampo, PhDUtilizing 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 and Pamela Emerson Ey, PhDIt 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 and Robert G. DelCampo, PhDMr. 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 Relations
Between Cultural Values and the
Importance of Job Attributes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
Dianna L. Stone, PhD, Eugene F. Stone-Romero, PhD and Richard D. Johnson, PhDResults 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.
Preparing for the Future: Latinos’ Financial Literacy
and Retirement Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54
Wei Sun, PhD, Gia Barboza, PhD and Karen Richman, PhDImproving the retirement preparedness of Latino workers in comparison to American workers in general is an urgent need. Based on a study of the 2004 Heath and Retirement Survey that disaggregates the ethnic differences of Latinos and non- Latino Blacks and Whites, this article explains how individual characteristics among ethnic groups affect financial literacy.
A Normative Study of the NEO PI-R in Mexico . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70
Amanda L. Gettler, MA, C. Douglas Johnson, PhD, Pierce J. Howard, PhD and Ny Mia TranA normative assessment of a personality measure (NEO PI-R), which is often used in organizations, revealed significant differences in a sample of Spanish-speakers in Mexico. As such, practitioners and researchers should either use specialized norms for such populations, or use caution when making decisions based on said measure.
Using a Phenomenological Approach to
Research Hispanic Entrepreneurs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86
Chris M. Mendoza, DBAWhile the overwhelming majority of new businesses fail within the first five years (Kaplan, 2003), the start-up success rate of Hispanic-owned businesses is higher than that of Caucasian-owned firms (Robb, 2002). This exploratory research examined the lived experiences of Hispanics, why some choose to start up a business, and how they maintain them for five years or longer. Twenty members from the Columbus, Ohio, Hispanic Chamber of Commerce participated in this qualitative study. Nine factors emerged from in-depth interviews and a business demographic survey that may explain how Hispanic business owners acquire and maintain their businesses.
Executive Staffing and Top Management Composition of
U.S. – Mexican Joint Ventures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96
Pramila Rao, PhD and James A. Carey, PhDThis study is a descriptive examination that surveyed U.S.-Mexican joint ventures operating in Mexico and identified firm characteristics, executive staffing practices, staffing typology, and composition of top management teams. Results illustrate Mexico’s continuing efforts to hire and develop executive capital in order to improve competitive position, domestically and internationally.
Executive Summaries
How do Female and Minority Directors Differ? . . . . . . . . . . . . . . . . . . . . . . . . . . 105
Amy J. Hillman, PhDRacial Differences in Employee Retention:
Are Diversity Climate Perceptions the Key? . . . . . . . . . . . . . . . . . . . . . . . . . . . . 108
Patrick F. McKay, PhD, Derek R. Avery, PhD and Mark A. Morris, PhDHispanics in the Workplace: Experiences
with Mentoring and Networking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114
Meredith J. HaneyProtecting Freedom and Liberties . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116
SGM Jose Antonio Velazquez
Book Reviews
The Halo Effect…and the Eight Other Business
Delusions that Deceive Managers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .120
Pamela Emerson Ey, PhDDr. Ey highlights Phil Rosenzweig’s “Best Business Book of 2007,” The Halo Effect.
Win Without Competing! Career Success
the Right Fit Way . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122
George F. Marron, PhDDr. Marron reviews Arlene Barro’s useful guide for making significant and positive career improvements.