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Property investment vehicles are reviewed from a literature perspective drawing upon the experience of real estate investment trusts in the USA and contrasting this with European examples. The primary focus of the paper is upon German funds, using survey evidence to evaluate their structural characteristics. The paper forwards from a theoretical perspective an assessment framework indicating how different types of fund can be matched to product opportunities on the basis of risk, appreciation potential, nature of contract, location and use.

The purpose of this paper was to explore whether organisational diversity is associated with minority employee attitudes (i.e. job satisfaction and organisational commitment) in Taiwan and to illustrate if macro-structural inquiry is applicable in the Asian context.

This paper utilised a quantitative methodology which consisted of a self-administered survey developed using relevant information from the existing literature. A total of 305 valid surveys were received from the 22 participating Taiwanese hotels and the target population was composed of hotel employees from all departments within the hotels. Descriptive data analysis using SPSS were performed to analyse the data.

The findings illustrate that ethnic diversity levels in hotels predict more of the variation in employee attitudes than the remaining types of organisational diversity. In organisations with high and medium levels of organisational diversity, indigenous employees reported significantly higher levels of job satisfaction than did non-indigenous employees; female employees ranked organisational commitment significantly higher than male employees.

The paper is limited in its findings and explanations to a group of employees in Taiwanese context, and the research findings may not be applicable to all Asian countries. However, this paper displays considerable evidence of the positive impacts in a North-East Asian setting of organisational diversity suggested by literature derived from a Western context. Additionally, the current research did not investigate the impact of diversity policies on employee attitudes. The future research could examine whether equal opportunity and affirmative action are achievable in attracting or retaining ethnic and other minority employees.

One implication is that organisations should have human resource management policies and training programs (e.g. conflict resolution, problem-solving and team capacity building) that recognise natural differences in groups to capture the positive consequences of heterogeneity. In other words, conflict among diverse employees in the organisation should be managed to enhance the positive effect of diversity on performance.

The results of the research provide evidence for managing diversity by increasing levels of heterogeneity in the workforce. This paper also argues that organisations need to incorporate equal opportunity requirements, training and education programs into policy and strategic initiatives. This paper displays considerable evidence of the positive impacts in a North-East Asian setting of organisational diversity suggested by literature derived from a Western context.

The purpose of this article is to show how a group of Colombian millennials perceive different aspects of working life and how their ideas about job satisfaction, professional expectations and levels of autonomy are related to contemporary demands about inclusion, diversity, equity, autonomy and control.

With this objective, 167 semi-structured interviews were conducted with millennials who work at 10 Colombian companies from the manufacturing and service sectors, located in the five main cities of the country. With a qualitative approach, in the interviews, the research team used a strategy inspired by the technique of generating visual structures associated with grounded theory.

It is concluded that new generations of Colombian workers know of the importance of rewards and autonomy in work and are more critical and less passive in the face of unhealthy working conditions. At the same time, their conduct and speeches are the consequence of the characteristics of the Colombian labour market. The document responds to the need to deepen the debates on welfare and happiness in organizations and to include the demands of millennials in the reflective and political horizon of the ideas of healthy employment and decent work. In practice, this article seeks to demystify ideas about millennials in Colombia and critically contribute to reflection on intergenerational relations in organizations and salary and welfare models. As a Latin American case, it is an original contribution that avoids the common places and the frivolity with which the insertion of the new generations into the working world has been analysed.

In practice, this paper seeks to demystify ideas about millennials in Colombia and critically contribute to reflection on intergenerational relations in organizations and salary and welfare models.

As a Latin American case, it is an original contribution that avoids the common places and the frivolity with which the insertion of the new generations into the working world has been analysed.