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Emerald Group Publishing Limited
Copyright © 2008, Emerald Group Publishing Limited
Special issue on Employment discrimination against immigrants
Article Type: Call for papers From: Journal of Managerial Psychology, Volume 23, Issue 4.
Guest EditorJoerg Dietz, Richard Ivey School of Business, University of Western Ontario
Immigrants are people who move across borders for long-term stays. In 2005, there were 200 million migrants worldwide. In many countries, immigrants make up a sizeable proportion of the population. For example, in Australia, foreign born people made up 23.4 per cent of the population in 2005, 22 per cent in Switzerland, 19.5 per cent in New Zealand, 19.3 per cent in Canada, 12.5 per cent in Austria and Germany, and 12.3 per cent in the United States (Dumont and Lemaitre, 2005). Due to an ageing demographic structure and shortages of skilled workers in the labor force, Western nations "need to mobilize all available human resources" (OECD, 2004, p. 68), including immigrants, for maintaining the global competitiveness of their economies. Macro-level data, however, indicate that immigrants face significant barriers in the workplace. On average, the unemployment rate for foreign-born members of the workforce is twice as high as that of natives. Often, immigrant employees are underutilized as their credentials and skills are undervalued (e.g. Reitz, 2001).
Although immigrants play an increasing role in the labour market, psychological research on the treatment of immigrants in the workplace is sparse. Recent reviews of the employment discrimination literature (Dipboye and Colella, 2005;
Goldman et al., 2006), for example, pay little or no attention to immigrants. To fill this gap, this special issue of the Journal of Managerial Psychology seeks conceptual papers, empirical papers, and critical commentaries that include, but are not limited to, the following topics:
factors that influence the recruitment and selection of immigrant applicants, including the evaluation of immigrants' credentials and skills;
antecedents and outcomes of the experiences and the treatment of immigrants in the workplace;
joint and interactive effects of immigrant status and other demographic criteria (e.g., ethnicity, sex, and religion) on organizational outcomes;
cultural diversity and organizational effectiveness;
factors that influence the retention of immigrant employees;
evaluation of practices for the integration of immigrants at work;
cross-cultural perspectives on the treatment of immigrant employees.
Submissions should be between 3,000 and 6,000 words.Submitted papers should not have been previously published nor be currently under consideration for publication elsewhere.All papers are refereed through a peer reviewed process.The deadline for submissions is 31 July, 2008.
Submissions are requested by e-mail attachment to Kay Sutcliffe, JMP Editorial Administrator, at firstname.lastname@example.org
Please state in your submission that the paper is for consideration in the Journal of Managerial Psychology special issue on ``Employment discrimination against immigrants''.
Dipboye, R.L., and Colella, A. (2005), Discrimination at Work:
The Psychological and Organizational Bases, Lawrence Erlbaum, Mahwah, NJ.
Dumont, J.C. and Lemaitre, G. (2005), ``Counting immigrants and expatriates in OECD countries: a new perspective'', OECD social, employment, and migration working papers.
Goldman, B.M., Gutek, B.A., Stein, J.H. and Lewis, K. (2006), ``Employment discrimination in organizations: Antecedents and consequences''. Journal of Management, Vol. 32 No. 6,
OECD (2004),. Trends in International Migration, (2004), annual report, Organization for Economic Cooperation and Development.
Reitz, J.G. (2001), ``Immigrant success in the knowledge economy: institutional change and the immigrant experience in Canada, 1970-1995'', Journal of Social Issues, Vol. 57,