Ethnic Identity and Job Attribute Preferences

Abstract

The globalization of the workforce has resulted in the need to recruit talent from an increasingly diverse labor market. Understanding how ethnicity may drive individual preferences regarding two important types of job attributes is of value in knowing how to attract potential employees from different ethnic backgrounds. Using a sample of 380 college students from the Midwest and Southeastern region, the authors examined the relationship between ethnic identity, job attributes, collectivism/individualism, and psychological capital. Using structural equation modeling, they found that ethnical identity is more strongly related to the competence and growth aspect of job attribute preferences than status and independence. Next, they demonstrated that collectivism and psychological capital mediate the relationship between ethnic identity and the competence and growth aspect. These promising results suggest that organizational efforts to attract a diverse workforce may benefit from considering the aspects of work that would appeal to different ethnic groups.

Work Values: A Formidable Domain Within the Context of People’s Lives

“…This finding suggests that ethnic identity is influential in job preferences. In addition, Combs et al (2012) noted that collectivism and psychological capital are important mediators in the above relationships and suggested further research in this area. It was noted that collectivism referred to being part of a group; and psychological capital was characterised by the elements of: self-efficacy, optimism, hope, and resilience.…”

“…In their research, Combs et al (2012) contended that job choice is influenced by the interaction of individuals' ethnicity with the process of creativity and continual interaction with others. They found that ethnic identity was more strongly related to competence and growth than to status and independence.…”

“…The work of Combs et al (2012) indicates that a diverse labour market will result in outcomes based on differences in reasons for why people prefer certain jobs or job attributes. This finding is important for several reasons including its usefulness in or improving job satisfaction of employees or increasing representational diversity in workforces.…”

“…They rationalised that ethnic identity would impact strongly on individual job attribute preferences. Combs et al (2012) noted that job attribute preferences were work values and defined them as "the degree to which people look for different qualities from their work". For their study, Combs et al (2012) utilised the job attribute preferences classification of Meyer, et al, (1998): comfort and security, competence and growth, and status and independence.…”

“…Combs et al (2012) noted that job attribute preferences were work values and defined them as "the degree to which people look for different qualities from their work". For their study, Combs et al (2012) utilised the job attribute preferences classification of Meyer, et al, (1998): comfort and security, competence and growth, and status and independence. Other studies acknowledged that 'job attributes' can refer to a myriad of aspects related with work, for example they can include: rewards, autonomy, opportunity for advancement, working environment, the opportunity for interaction with others (Beutell & Brenner, 1986;Konrad, Williams, Linzer, McMurray, Pathman, Gerrity & Rhodes, 1999;Rowe & Snizek, 1995).…”