Introduction to Hispanic and Latin American work issues

Citation

Blancero, D. and Stone, M.R.O.a.D.L. (2014), "Introduction to Hispanic and Latin American work issues", Journal of Managerial Psychology, Vol. 29 No. 6. https://doi.org/10.1108/JMP-02-2014-0077

Introduction to Hispanic and Latin American work issues

Article Type: Editorial From: Journal of Managerial Psychology, Volume 29, Issue 6.

Latinas and Latinos (also referred to as Hispanics) are individuals indigenous to the Americas, but trace their heritage to Latin America or Spain (Marin and Marin, 1991). Their economic importance in the Americas and the world is growing extensively. For instance, the Pew Hispanic Center (2013) estimated that Hispanics currently make up 17 percent of the US population, and account for more than 50 percent of its population growth. The U.S. Census Bureau (2010) also reported that the number of Hispanic-owned businesses increased by 43.7 percent to 2.3 million between 2002 and 2007 which is more than twice the national rate of 18 percent. In addition, forecasts expeect this group to make up one-third of the US workforce by 2050, and become a significant source of talent for organizations (U.S. Census Bureau, 2010).

Apart from the increased numbers of Hispanics in the US population, most of Latin America has had high growth and financial resilience since 2003. Furthermore, economists argue that the region is fertile for business growth and social innovation (World Economic Forum, 2013), and an increasing number of multinational firms now operate in Latin America (e.g. Google, Microsoft, GE, GM, SONY, Nokia, Siemens, Nissan). Evidence-based research is needed so that managers can develop culturally sensitive policies and practices.

Despite the growth of businesses in Latin American and the increased numbers of Hispanics in US organizations, relatively little research in industrial and organizational psychology, organizational behavior, or human resource management examines their behavior in organizations (Blancero et al., 2007; Gallegos and Ferdman, 2007; Knouse et al., 1992). We believe that a systematic understanding is needed of issues in organizations that employ large numbers of Hispanic and multicultural workers. The primary purposes of the present special issue are to expand theory and research on Hispanic and Latin American work issues, and foster additional research.

Hispanic values, attitudes, and preferences

Research has revealed consistently that Hispanics share commonalities in values, attitudes, and preferences that affect behavior in organizations. For example, Latin American countries share a common religion, the mestizaje (mixing) of races, over 400 years of shared history, and other factors that influence their attitudes and behaviors. However, researchers have cautioned of the dangers in assuming that these commonalities apply to all groups (Triandis, 1994; Stone-Romero et al., 2003; Vassolo et al., 2011). For instance, other factors including socio-economic status, education, skin color, religion, and gender may affect the degree to which one can make inferences about the behavior of Hispanics.

Clearly, Hispanics are an important group to study, but systematic, evidence-based research on work issues about them has been lagging. Although empirical work on diversity has increased over the past two decades, there is a dearth of studies employing Latino samples (Blancero and DelCampo, 2012). In addition, few studies have assessed the role that cultural values and traditions play in their behavior, but the existing research revealed that their unique cultures and subcultures influence job-related attitudes and behaviors (Knouse et al., 1992; Olivas-Luján et al., 2009; Sanchez and Brock, 1996; Stone et al., 2006). This special issue extends theory and research on these groups.

Conclusion

Articles in this special issue offer evidence-based findings that should help managers and researchers develop a better understanding of the job-related values, attitudes, and behaviors of Hispanics and Latin Americans. The work of our colleagues provides contributions that will help make our society fairer, stronger, and better by questionning accepted notions and using scientific inquiry to separate the proverbial wheat from the chaff. It is our hope that this issue will help organizations develop culturally sensitive policies and practices, and enable Hispanics and Latin Americans to enjoy a more satisfying work life. We are indeed indebted to our authors, reviewers, collaborators, Lois Tetrick, Kay Wilkinson, and to the publishers of the Journal of Managerial Psychology for this valuable opportunity.

Donna Blancero, Miguel R. Olivas-Luján and Dianna L. Stone

References

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Blancero, D.M., DelCampo, R.G. and Marron, G.F. (2007), “Hired for diversity: rewarded for conformity: Hispanics in corporate America”, The Business Journal of Hispanic Research, Vol. 1 No. 1, pp. 12-25

Gallegos, P.V. and Ferdman, B.M. (2007), “Identity orientations of Latinos in the United States: implications for leaders and organizations”, The Business Journal of Hispanic Research, Vol. 1 No. 1, pp. 27-41

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Vassolo, R.S., De Castro, J.O. and Gomez-Mejia, L.R. (2011), “Managing in Latin America: common issues and a research agenda”, Academy of Management Perspectives, Vol. 25 No. 4, pp. 22-36

World Economic Forum (2013), “World economic forum on Latin America”, available at: www.weforum.org/events/world-economic-forum-latin-america (accessed 24 February 2014)