Hispanic Acculturation: Conceptual And Modeling Issues

Abstract

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: Batang; font-size: x-small;">The aim of this paper is to clarify conceptual and modeling issues concerning Hispanic acculturation using Berry’s (1980) four varieties of acculturation. Although the bulk of the Hispanic consumer literature assumes the assimilation type of acculturation, most respondents in the study report following the integration route to acculturation (73%). Study findings suggest that Berry’s (1980) two acculturation dimensions appear to be independent of the level of acculturation of the sample except for place of residency; and that strength of ethnic identity may be a misleading indicator of acculturation, higher acculturation does not always mean weaker ethnic identification.</span></p>

Perceived social support and work-family conflict

“…DelCampo et al, 2011a), suggesting that Hispanic immigrants tend to retain their cultural orientations while acculturating to the USA (cf. Albert and Ah Ha, 2004;Hernandez et al, 2011). This further supports the idea that different culture and role conceptions can have a profound influence on organizational behavior and human resource management (Stone- Romero et al, 2003), and helps address the concerns highlighted by Martín-Alc azar et al (2013), such as underdeveloped efforts to define cross-cultural and diversity-oriented human resource management models.…”

“…Indeed, it may be that social support at work can reduce one's level of experienced work-family conflict, and it would be interesting to model how these effects change over time as expatriates acculturate and adapt to their host country (Shaffer et al, 2001). Indeed, recent scholarship has begun address issues related to Hispanic acculturation from an organizational perspective (Hernandez et al, 2011;Miller and Kerlow-Myer, 2009). In this vein, it would be of great benefit to both researchers and practitioners to fold the ideas presented here related to work-family conflict into a broader model of acculturation.…”

“…Indeed, distinguishing between immigrant and non-immigrant Hispanics is important because immigrant experiences at work are likely to differ from those of people born in the USA (Stone- Romero and Stone, 2007). Furthermore, because research and theory both support the idea that different culture and role conceptions can have a profound influence on organizational behavior (Stone- Romero et al, 2003), and that Hispanic immigrants tend to retain their cultural orientations while acculturating to the USA (Albert and Ah Ha, 2004;Hernandez et al, 2011), certain work processes may differ between Hispanics who have immigrated to the US and those who were born in the USA (DelCampo et al, 2011a).…”

“Ethnic” family business or just family business? Human resource practices in the ethnic family firm

“…Previous research posits that the longer the ethnic, or immigrant, family is in a host country it is more probable the family would become either assimilated or integrated into the dominant culture or society (Hernandez, Cohen, & Garcia, 2002). The succession process could have an impact on similarities and differences among a variety of factors related to the family firm, including human resource practices, and may make the ''Hispanic'' or ''Latino'' distinction less central in examining the overall characteristics of the business.…”

Hispanic College Students’ Perceptions of Members of Business Occupations: An Exploratory Study

“…Erlach (2000) addressed the problem of few Hispanics in the United States professoriate to serve as effective role models for aspiring Hispanic students. Most previous research has dealt with Hispanic consumer choice and marketing issues (Hernandez, Cohen, & Garcia, 2000;Kara & Kara, 1996), their job satisfaction (Moyes, Owusu-Ansah, & Ganguli, 2006), and especially Hispanic entrepreneurs (Shim & Eastlick, 1998;Shinnar & Young, 2008;Smith-Hunter, 2006).…”