dc.contributor.author | Hsiao, Aaron | |
dc.date.accessioned | 2017-10-10T00:07:37Z | |
dc.date.available | 2017-10-10T00:07:37Z | |
dc.date.issued | 2017 | |
dc.identifier.issn | 1750-6182 | |
dc.identifier.doi | 10.1108/IJCTHR-01-2016-0010 | |
dc.identifier.uri | http://hdl.handle.net/10072/348193 | |
dc.description.abstract | Purpose – 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.
Design/methodology/approach – 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.
Findings – 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.
Research limitations/implications – 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.
Practical implications – 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.
Originality value – 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 | |
dc.description.peerreviewed | Yes | |
dc.language | English | |
dc.language.iso | eng | |
dc.publisher | Emerald Group Publishing | |
dc.relation.ispartofpagefrom | 211 | |
dc.relation.ispartofpageto | 226 | |
dc.relation.ispartofissue | 2 | |
dc.relation.ispartofjournal | International Journal of Culture, Tourism and Hospitality Research | |
dc.relation.ispartofvolume | 11 | |
dc.subject.fieldofresearch | Tourism | |
dc.subject.fieldofresearch | Tourism not elsewhere classified | |
dc.subject.fieldofresearchcode | 3508 | |
dc.subject.fieldofresearchcode | 350899 | |
dc.title | Minorities' job satisfaction and organisational commitment in hospitality industry | |
dc.type | Journal article | |
dc.type.description | C1 - Articles | |
dc.type.code | C - Journal Articles | |
gro.faculty | Griffith Business School, Department of Tourism, Sport and Hotel Management | |
gro.hasfulltext | No Full Text | |
gro.griffith.author | Hsiao, Aaron A. | |