An Examination of Interracial Contact:The Influence of Cross-Race Interpersonal Efficacy and Affect Regulation

Combs, Gwendolyn M.; Griffith, Jakari

doi:10.1177/1534484307303990

Cited by 16 publications

(8 citation statements)

References 107 publications

(161 reference statements)

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“…As suggested by Jones Young and Powell (2015), an ex-offender’s demographic characteristics may provide important insight when considering the likelihood of a favorable hiring decision. The degree of racial-ethnic-gender similarity between ex-offender applicants and managers (Tsui et al , 1992; Combs and Griffith, 2007) may represent an essential boundary condition that must be considered in future empirical and theoretical research. Contrasts between applicant and interviewer age and gender may also influence hiring outcomes, as would any resulting intersectionality biases.…”

Section: Discussionmentioning

confidence: 99%

Hiring ex-offenders? The case of Ban the Box

Griffith

Young

2017

EDI

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Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

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Section: Discussionmentioning

confidence: 99%

Hiring ex-offenders? The case of Ban the Box

Griffith

Young

2017

EDI

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“…Combs and Griffith (2007) postulated that people perceive and group themselves on the bases of shared cultural values, norms, cognitions, attitudes and behaviors. The cultural similarity facilitates social encounter because it reduces uncertainty and anxiety.…”

Section: Literature Reviewmentioning

confidence: 99%

Chinese restaurant employees’ perceptions of their nationals abroad: a comparative study

Moufakkir

Reisinger

2016

IJCTHR

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Purpose This study aims to further an understanding of hospitality employees’ perceptions of their customers in the context of service encounter by utilizing the concepts of contact hypothesis and cultural distance in a multi-ethnic environment. The study compares perceptions of Chinese immigrants working in restaurants of their British patrons (from a remote culture) and Chinese patrons (from a proximate culture). The service encounter takes place in the London Chinatown. The dynamics of Chinatown as a “third space” adds complexity to service encounter and employee perceptions. Design/methodology/approach A self-administered questionnaire was distributed to 118 Chinese restaurant employees in the Soho area of the London Chinatown. Perception questions were based on interviews undertaken in an earlier phase of the research. A paired t-test was run to identify significant differences in the Chinese restaurant employees’ perceptions of the Chinese and British patrons. Discriminant analysis was performed to determine which perception variables discriminated the most between the two patron groups. Findings Despite cultural proximity, the perceptions held by Chinese restaurant employees of their nationals were negative compared to the perceptions of British patrons. Out of 16, in 15 areas of measurement, there were significant differences in the Chinese restaurant employees’ perceptions’ of their Chinese and British guests. Six variables that discriminated the most between the two groups of guests were no tips, not polite, loud, no compliment, messy and demanding. Research limitations/implications Research in ethnic and minority quarters, such as Chinatown in London, may suffer from “recall bias”, or in this case from making the difference between customer groups. Also, the Chinese are not a homogeneous group. For example, despite cultural similarity with mainstream culture, cultural and behavioral characteristics may exist between residents from the South, North and Hong Kong. Practical implications The cultural diversity of the industry’s employees necessitates managing cultural diversity effectively, especially in the sectors that rely heavily on guest–employee interaction. Perceptions affect attitudes and behavior. Training programs about perception and its roots may bridge the service gap in high-contact service encounters. Originality/value This study provides a ground for future empirical research into understanding the immigrant employees’ perceptions of their guests, nationals versus non-nationals and the ways for improving these perceptions. Taking the example of Chinatown as a dynamic “third space” is another approach to understanding the effects of “ethnoscape” on encounters in a more globalized village.

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“…The CD theory posits that the closer the culture of the guest is to the culture of the host the greater the understanding between the two peoples, in that cultural familiarity and similarity facilitate interaction because they reduce uncertainty (Reisinger and Turner, 2003). Combs and Griffith (2007) recognize as a basic Contact Hypothesis postulate that people categorize themselves on the bases of shared values, norms, cognitions, attitudes and behaviours, and therefore, as noted by Reisinger and Turner (2002: 301), 'large cultural differences do not allow for effectively dealing with members of other cultures'. Consequently, people prefer to develop social contact with their own national group, or those with a similar background (Hofstede, 1991).…”

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confidence: 99%

The Role of Cultural Distance in Mediating the Host Gaze

Moufakkir

2011

Tourist Studies

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The Contact Hypothesis suggests that contact between people of different cultural backgrounds may result in positive and negative outcomes. As people are more likely to develop social contact with their own national group, or those with a similar background, it was posited that Dutch hosts were more likely to develop positive social contact with German tourists than with East Asian tourists. Our in-depth interviews with Dutch tourism-related business participants suggested the opposite. Furthermore, it was found that stereotypes attributed to a culture travel with its people as tourists in different ways, depending on cultural distance. Cultural distance seems to mediate the host gaze in different ways, and new hypotheses have emerged calling for more research on tourism encounters in different geographical contexts.

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An Examination of Interracial Contact:The Influence of Cross-Race Interpersonal Efficacy and Affect Regulation

Cited by 16 publications

References 107 publications

Hiring ex-offenders? The case of Ban the Box

Hiring ex-offenders? The case of Ban the Box

Chinese restaurant employees’ perceptions of their nationals abroad: a comparative study

The Role of Cultural Distance in Mediating the Host Gaze

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