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The purpose of this paper is to summarize research about Hispanic workers in the USA and identifies directions for future research.

The paper identifies, analyze, and summarize 112 peer reviewed publications that deal with Hispanic workers in the USA.

The findings are grouped into major categories that deal with prejudice, discrimination, and diversity; job-related attitudes and behaviors; job search and careers; the interface with gender, sexual harassment and work/family issues. The paper report the 53 most prevalent and well-supported findings.

Given the paucity of research about Hispanics in the workplace, the conclusions derived from this literature review should be interpreted with caution.

A literature review of Hispanic workers in the USA has not been conducted to date. This review sets identifies the need for several areas of research in relation to Hispanic workers in the USA.

The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.

Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.

No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.

Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.

The present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.

Organizations have been challenged to identify antecedents to improved employee adjustment to the work environment changes that arose in the wake of the COVID-19 global pandemic. This study aims to explore the effect of multilingualism on employee ability to adjust to workplace changes based on the concept that multilinguals have been found to switch between tasks more efficiently as compared to monolinguals.

Applying a sequential explanatory mixed methods research approach, quantitative performance evaluation data on 207 credit union employees is analyzed using hierarchical linear modeling to predict employee performance, and thematic analysis of qualitative data representing the adjustment narratives of six monolingual and six multilingual employees within the sample is conducted, corresponding to the period during which employees were adjusting to broad workplace changes after the onset of the global pandemic.

The results suggest greater predicted improvement in the performance of multilingual employees. Reliance on the task-switching ability associated with multilingualism is found to be the primary self-evaluative factor for successful change adjustment among multilingual employees.

In light of work performance benefits identified in this study, organizations may consider multilingualism as a characteristic preceding better adjustment to organizational change, and not simply as a skill applicable to tasks requiring language proficiency, suggesting practical implications for human resource and organizational management.

This is the first sequential explanatory study focusing on the task-switching ability of multilinguals as an antecedent to change adjustment evidenced by improved work performance within an organizational context.

As Hispanic American women’s businesses continue to grow in the USA, there is a greater need to understand success factors relevant to these women entrepreneurs. In this chapter, I explore the market access and reach of Hispanic American women entrepreneurs. In doing this, I take into consideration issues of (1) collectivist orientation, (2) level of acculturation, and (3) social network size and composition (strong versus weak ties). The various combinations of these issues enable go-to-market strategies that will likely need to be customized to meet the needs of different groups of Hispanic and non-Hispanic consumers.

Recent statistics indicate that the number of minority-owned and women-owned firms in the United States continues to rise. Indeed, the number has risen substantially since the last census count; from 2.3 million minority businesses in 1992 to over 3 million in 1997 – a 30 percent increase. During this same period, the receipts of minority businesses increased 60 percent – from $369 billion to $591 billion. At the same time, the number of firms in which women held majority ownership (51 percent or more) increased 16 percent – from 6.4 million to 7.4 million. The receipts of predominantly women-owned firms increased 33 percent – from $1.2 trillion to $1.6 trillion (when data are adjusted for comparability of 1992 and 1997 statistics – see U.S. Department of Commerce, 1992a, b, 1997a, b, c).

The purpose of this paper is to examine the feasibility of collecting standardized, patient reported race and ethnicity (RE) data in hospitals, and to assess the impact on data quality and utility.

Part of a larger evaluation that included a comprehensive assessment. Sites documented RE data collection procedures before and after program implementation. Primary data collected through qualitative interviewing with key respondents in ten hospitals to assess implementation. Nine hospitals provided RE data on the same patients before and after implementation new data collection procedures were implemented to assess impact.

Implementation went smoothly in nine of ten hospitals and had substantial effects on the hospital staff awareness on the potential for disparities within their hospitals. New procedures had minimal impact on characterization of readmitted patients.

This study demonstrated that it is feasible for staff in a diverse group of hospitals to implement systematic, internally standardized methods to collect self-reported RE data from patients.

Although this study found little impact patients’ demographic characterizations, other benefits included greater awareness of and attention to disparities, uncovering small pockets of minorities, and dramatically increased RE data use in quality improvement efforts.

In all, 218 business/psychology working students contributed to the validation of the 20-item Mentor Expectations Measure (MEM). Mentors expected outcomes of mentoring protégés based on protégé race and mentors’ level of social dominance orientation (SDO) were established. The paper aims to discuss these issues.

Study 1: to better understand the structure of the newly created MEM, (and to take the first step toward establishing a model) the authors conducted an exploratory factor analysis, using principle axis factoring procedure for extraction with direct oblimin rotation. The factor analysis yielded four viable factors. Study 2: participants were the same 218 working undergraduate students from a mid-sized university located on the west coast of the USA. SDO and social desirability were collected and survey participants were presented a stimulus story written so that the reader would take on the perspective of a mentor within a formal organizational mentorship program. Participants were randomly assigned stories in which they, as the mentor, receive a new protégé (the manipulated variable – perceived ethnicity). Other than the names of the protégés, the stimulus stories and questionnaires were exactly the same. The survey consisted of 63 questions in total.

Given evidence of discriminatory behavior toward those that threaten hierarchical norms, the authors anticipated worse expectations for the mentorship to be found in the African American protégé manipulation. Based on the literature, the authors also anticipated stronger interactions between SDO and the mentorship expectations based on the discipline of the mentor. Participant-mentors estimated expected mentor outcome rewards from mentoring a Black or White protégé. No interactions were established, but SDO was a significant predictor of lessened expectations across several elements of the mentorship. This suggests that high levels of SDO in workplace hierarchies manifest poor expectations toward mentorship outcomes no matter the race/ethnicity or disciplinary back ground of the mentor.

While the subjects in the study represent realistic entry level managers and the sample size is acceptable, the authors would like to replicate using larger sample sizes in the future.

The development of the MEM reflects a step forward in the psychometric matching of mentors with protégé. The authors recommend utilizing the MEM to evaluate mentors before establishing a relationship and making sure that the relationship is based on clear expectations, knowledge and balanced interpersonal relationships. Importantly, understanding the impact of individual differences like SDO will facilitate more productive relationships than matching on just ethnic and gender-based commonality.

As significant negative correlations (at the 0.01 level) were found between SDO and mentor commitment, mentor tangible rewards, as well as mentor intrinsic rewards. The negative relationships suggests that as SDO levels increase, participants level of commitment to the protégé lessens, their expectation of tangible rewards based on the mentor ship lessen, and their own levels of intrinsic rewards will diminish. This paints a picture of low expectations for the protégé based on one’s level of SDO, which surprisingly does not seem to interact with race of protégé.

First, the MEM can facilitate the matching of mentors and protégés’. Second, researchers (Klauss, 1981; Kram, 1985) have pointed out that formal mentorship relationships may suffer due to the lack of initiative and commitment which the MEM clarifies. Third, the MEM can be used to examine and existing mentorship relations. Fourth, established use of the MEM or mentorship assessment would signal a “culture of mentoring, with organizations broadcasting the seriousness with which they take mentorship. Finally, the authors establish the impact of SDO on mixed race mentorships.

Cinco de Mayo celebrations have become more popular in the United States than in Mexico. In the past few decades, this historic day has changed from a regional celebration of Mexican American culture into nationwide Latino/a holiday hijacked by the alcohol industry and other commercial interests. This chapter closely examines the varied ways in which Cinco de Mayo has been represented by U.S. advertisers, marketers, and restaurant owners. Using content analysis of Cinco de Mayo advertisements in magazines, billboards, liquor ads, and store displays from 2000 to 2006, five mediated representations emerged: Mexico's Fourth of July, Mexican St. Patrick's Day, Drinko de Mayo, Sexism in a Bottle, and Mexican Otherness. These representations are anchored in a new racism ideology that emphasizes cultural difference, individualism, liberalism, and colorblindness, which reinforce existing racial inequalities. The implications of the alcohol industry's Cinco de Mayo advertisements is the increased targeting of Latino/a youth from working-class communities with high rates of alcohol-related violent deaths and illnesses.

The increasing number of Hispanic immigrant employee workers in the hospitality industry in the USA has led to some imperative issues and questions, such as how communication barriers and culture gaps influence work injuries. The purpose of this study is to examine factors that influence the extent to which immigrant employees report work injuries to their managers.

Using survey methodology, 154 full‐time employees working at a hospitality operation were requested to participate (60 percent were Hispanic immigrant employees, 40 percent were US born). Participants were given a Spanish or English language survey that contained the measures of interests, as well as demographic questions, and a debriefing statement.

The results showed that immigrant workers reported fewer injuries to their supervisors/managers than US‐born workers and the extent to which Hispanic immigrants speak English was related to the frequency of reporting work injuries. Immigrant climate moderated the relationship between Hispanic immigrant workers' English fluency and the frequency of reporting work injuries. The effect of English fluency was more pronounced for a negative climate work environment than a positive climate work environment.

This study provides support for the view that limited English fluency has a negative influence on Hispanic immigrant workers' reporting of injuries in the workplace.

The current research shows that language barriers can be a possible explanation as to why immigrant workers report fewer work injuries to management than US‐born workers. Both English fluency and immigrant climate influenced the extent to which Hispanic immigrant employees reported injuries to management.

Effective use of human resources is important for the profitability and governance of family firms. In a study of the human resource management (HRM) practices of US Hispanic family firms, the purpose of this paper is to discuss the implications of agency and stewardship governance.

To better understand HRM practices in US Hispanic family firms, the authors present findings from 169 US firms to hypothesize the extent of HRM development in Hispanic family firms (n=70) vs non-Hispanic family firms (n=99).

Results indicated that HRM practices in Hispanic family firms are less structured than those of non-Hispanic family firms; however, when Hispanic family firms effectively use HRM practices, they will have greater financial success.

Therefore, the results suggest that Hispanic family firm leaders display relatively low agency governance and high stewardship governance.