Different strokes for different folks

2019 ◽  
Vol 11 (3) ◽  
pp. 227-247 ◽  
Author(s):  
Teita Bijedić ◽  
Alan Piper
Keyword(s):  
Job Satisfaction ◽  
First Generation ◽  
Second Generation ◽  
German Economy ◽  
Data Set ◽  
Content Type ◽  
Self Employment ◽  
Male Migrant ◽  
Migrant Entrepreneurs ◽  
First Generation Migrants

Purpose Migrant enterprises comprise about 10 per cent of all enterprises in Germany and are therefore a crucial part of the German economy and its entrepreneurial ecosystems. Relatedly, migrant entrepreneurship is a highly recognized topic within political discussions as well as within entrepreneurship research. While there is already an impressive body of work regarding the nature and quality of migrant enterprises, many questions regarding the personal motives and satisfaction of migrant entrepreneurs still remain unanswered, particularly with regards to their job satisfaction. Thus, this study aims to address such questions regarding the job satisfaction of entrepreneurs with different backgrounds. Design/methodology/approach Using the German Socio-Economic Panel data set, the authors close this research gap by investigating the job satisfaction of migrant entrepreneurs in Germany compared with native entrepreneurs. Findings First generation migrants show, in general, less job satisfaction than the native population. Second generation male migrant entrepreneurs’ show less job satisfaction; however, this association is reversed for females: second generation female migrant entrepreneurs are more satisfied with their self-employment than their native counterparts. Originality/value These differing results lead to differing implications for policymakers who wish to create and develop entrepreneurial and labour market support for different target groups.

scholarly journals The discrimination decomposition index: a new instrument to separate statistical and taste-based discrimination using first- and second-generation immigrants

2020 ◽  
Vol 47 (12) ◽  
pp. 1577-1597
Author(s):  
Giovanni Busetta ◽  
Maria Gabriella Campolo ◽  
Demetrio Panarello
Keyword(s):  
First Generation ◽  
Second Generation ◽  
Minority Groups ◽  
Statistical Significance ◽  
Data Set ◽  
Content Type ◽  
Second Generation Immigrants ◽  
New Instrument ◽  
First And Second Generation ◽  
The Impact

PurposeThis article deals with the impact of ethnic origin on individual employability, focussing on the first stage of the hiring process. Deeply, the authors’ goal is to fathom whether there is a preference for native job candidates over immigrants, decomposing the discrimination against minority groups into its statistical and taste-based components by means of a new approach.Design/methodology/approachThe authors built up a data set by means of an ad hoc field experiment, conducted by sending equivalent fictitious CVs in response to 1000 real online job openings in Italy. The authors developed the discrimination decomposition index using first- and second-generation immigrants.FindingsThe authors’ main result is that both first- and second-generation immigrants are discriminated compared to Italians. In between the two categories, second-generation candidates are discriminated especially if their ethnicities are morphologically different from those of natives (i.e. Chinese and Moroccans). This last finding is a clear symptom of discrimination connected to taste-based reasons. On the other hand, first-generation immigrants of all nationalities but Germans are preferred for hard-work jobs.Originality/valueThe authors develop the discrimination decomposition index to measure the proportion of the two kinds of discrimination (statistical and taste-based) over the total one and apply a probit model to test the statistical significance of the difference in treatment between the three groups of natives, first-generation and second-generation immigrants.

Do remittances differ depending on migration pathway and length of stay?

2016 ◽  
Vol 1 (1) ◽  
pp. 105-118
Author(s):  
Anita Pugliese ◽  
Julie Ray ◽  
Neli Esipova
Keyword(s):  
Length Of Stay ◽  
First Generation ◽  
Second Generation ◽  
Global Analysis ◽  
Large Sample ◽  
Migration Pathway ◽  
First Generation Migrants ◽  
Second Generation Migrants

This paper reports the results from Gallup’s global analysis of the likelihood of first-generation migrants, second-generation migrants and the native-born to send financial help in the form of money or goods to others inside or outside their respective country of residence. The findings in this paper are based on more than 450,000 interviews conducted through Gallup’s World Poll in 157 countries in 2012, 2013 and 2014. The sample includes more than 26,000 first-generation migrants and more than 20,000 second-generation migrants. The large sample enables Gallup to analyze first-generation migrants by the duration of their stay in their adopted country and compare their remittance behaviors with second-generation migrants and the native-born.

The effect of actual workplace learning on job satisfaction and organizational commitment

2019 ◽  
Vol 31 (8) ◽  
pp. 481-497 ◽  
Author(s):  
Geunpil Ryu ◽  
Seong-Gin Moon
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Workplace Learning ◽  
Learning Experience ◽  
Work Attitudes ◽  
Moderating Effect ◽  
Data Set ◽  
Content Type ◽  
Learning Programs

Purpose This study aims to examine the effect of workplace learning experience and intrinsic learning motive on job satisfaction and organizational commitment. In addition, the study examined the moderating effect of intrinsic learning motives on the relationship between learning experience and job satisfaction and organizational commitment. Design/methodology/approach The current research used the Human Capital Corporate Panel survey data set, which aimed to explore how human resource development practices influence corporate performance. In all, 10,003 samples from 441 companies were used for data analysis. Findings Results indicate that taking part in workplace learning programs positively affects job satisfaction and organizational commitment. Likewise, intrinsic learning motives are also positively related to work attitudes. However, no interaction effect between the intrinsic learning motive and the learning experience was found, which may imply that an autonomous extrinsic learning motive is a better predictor for explaining job satisfaction than is a purely intrinsic learning motive within an organizational context. Originality/value Little research has examined the actual effect of workplace learning programs on employees’ attitudes regarding job satisfaction and organizational commitment. Furthermore, to the authors’ knowledge, no research has examined the moderating effect of intrinsic learning motive with workplace learning experience on employees’ positive work attitudes.

scholarly journals Sex ratios at birth among second-generation mothers of South Asian ethnicity in Ontario, Canada: a retrospective population-based cohort study

2018 ◽  
Vol 72 (11) ◽  
pp. 1044-1051 ◽  
Author(s):  
Susitha Wanigaratne ◽  
Pamela Uppal ◽  
Manvir Bhangoo ◽  
Alia Januwalla ◽  
Deepa Singal ◽  
...  
Keyword(s):  
Gender Equity ◽  
South Asian ◽  
First Generation ◽  
Second Generation ◽  
Sex Ratios ◽  
Population Based ◽  
Son Preference ◽  
Asian Ethnicity ◽  
South Asian Ethnicity ◽  
First Generation Migrants

BackgroundSon-biased sex ratios at birth (M:F), an extreme manifestation of son preference, are predominately found in East and South Asia. Studies have examined sex ratios among first-generation migrants from these regions, but few have examined second-generation descendants. Our objective was to determine whether son-biased sex ratios persist among second-generation mothers with South Asian ethnicity in Ontario, Canada.MethodologyA surname algorithm identified a population-based cohort of mothers with South Asian ethnicity who gave birth in Ontario between 1993 and 2014 (n=59 659). Linking to official immigration data identified births to first-generation mothers (ie, immigrants). Births not to immigrants were designated as being to second-generation mothers (ie, born in Canada) (n=10 273). Sex ratios and 95% CI were stratified by the sex of previous live births and by whether it was preceded by ≥1 abortion for both first-generation and second-generation mothers.ResultsAmong mothers with two previous daughters and at least one prior abortion since the second birth, both second-generation mothers and first-generation mothers had elevated sex ratios at the third birth (2.80 (95% CI 1.36 to 5.76) and 2.46 (95% CI 1.93 to 3.12), respectively). However, among mothers with no prior abortion, second-generation mothers had a normal sex ratio, while first-generation mothers gave birth to 142 boys for every 100 girls (95% CI 125 to 162 boys for every 100 girls).ConclusionSon preference persists among second-generation mothers of South Asian ethnicity. Culturally sensitive and community-driven gender equity interventions are needed.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

Reassessing the Generational Disparity in Immigrant Offending: A Within-family Comparison of Involvement in Crime

2019 ◽  
Vol 56 (6) ◽  
pp. 851-887 ◽  
Author(s):  
Bianca E. Bersani ◽  
Adam W. Pittman
Keyword(s):  
First Generation ◽  
Second Generation ◽  
Well Being ◽  
Foreign Born ◽  
Data Set ◽  
The Difference ◽  
Successive Generations ◽  
Offending Patterns ◽  
High Degree ◽  
Parent Child

Objective:This study reassesses the generational disparity in immigrant offending. Patterns and predictors of offending are compared using traditional peer-based models and an alternative within-family (parent–child dyad) model.Method:The National Longitudinal Survey of Youth (1979; NLSY79) and NLSY-Child and Young Adult (NLSY_CYA) data are merged to create an intergenerational data set to compare generational disparities in immigrant offending across peers and within families. Differences in self-reported offending (prevalence and variety) by immigrant generation are assessed using a combination of descriptive analyses (χ2and analysis of variance) and regression models.Results:While NLSY_CYA children generally are at a greater risk of offending compared with the NLSY79 mothers, the difference in offending is greatest between first-generation mom and second-generation child dyads. Disparities in offending are driven in large part by exceedingly low levels of offending among first-generation immigrants.Conclusion:Although the factors driving an increase in offending between parent–child generations are not unique to immigrants, they are amplified in immigrant families. Whereas the second generation is remarkably similar to their U.S.-born counterparts in terms of their involvement in crime, suggesting a high degree of swift integration, the greater involvement in crime among the children of immigrants compared to their foreign-born mothers suggests a decline in well-being across successive generations.

scholarly journals Translating emotional insights from hospitality employees’ comments

2018 ◽  
Vol 32 (1) ◽  
pp. 75-92 ◽  
Author(s):  
Lisa M. Young ◽  
Swapnil Rajendra Gavade
Keyword(s):  
Job Satisfaction ◽  
Sentiment Analysis ◽  
Big Data Analytics ◽  
Large Data ◽  
Hospitality Management ◽  
Data Set ◽  
Employee Survey ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Usa

PurposeThe purpose of this paper is to use the data analysis method of sentiment analysis to improve the understanding of a large data set of employee comments from an annual employee job satisfaction survey of a US hospitality organization.Design/methodology/approachSentiment analysis is used to examine the employee comments by identifying meaningful patterns, frequently used words and emotions. The statistical computing language, R, uses the sentiment analysis process to scan each employee survey comment, compare the words with the predefined word dictionary and classify the employee comments into the appropriate emotion category.FindingsEmployee responses written in English and in Spanish are compared with significant differences identified between the two groups, triggering further investigation of the Spanish comments. Sentiment analysis was then conducted on the Spanish comments comparing two groups, front-of-house vs back-of-house employees and employees with male supervisors vs female supervisors. Results from the analysis of employee comments written in Spanish point to higher scores for job sadness and anger. The negative comments referred to desires for improved healthcare, requests for increased wages and frustration with difficult supervisor relationships. The findings from this study add to the growing body of literature that has begun to focus on the unique work experiences of Latino employees in the USA.Originality/valueThis is the first study to examine a large unstructured English and Spanish text database from a hospitality organization’s employee job satisfaction surveys using sentiment analysis. Applying this big data analytics process to advance new insights into the human capital aspects of hospitality management is intriguing to many researchers. The results of this study demonstrate an issue that needs to be further investigated particularly considering the hospitality industry’s employee demographics.

First-generation immigrants feel socially excluded and have greater pro-violence attitudes than the native population in England and Wales

2016 ◽  
Vol 8 (1) ◽  
pp. 46-60 ◽  
Author(s):  
Laura Bui ◽  
David P Farrington
Keyword(s):  
First Generation ◽  
Second Generation ◽  
Generational Status ◽  
Native Population ◽  
Content Type ◽  
First Generation Immigrants ◽  
Second Generation Immigrants ◽  
Negative Perceptions ◽  
Socially Excluded ◽  
Violence Attitudes

Purpose – Studies examining immigrant generational status and violence have supported differences in the prevalence of violence between these groups. The purpose of this paper is to measure relevant risk factors for violence to focus on whether negative perceptions may contribute to understanding the between-generations differences in violence. Based on the literature, it is theorised that pro-violence attitudes would be related to and be higher in second-generation immigrants than first-generation immigrants, and that negative perceptions would mediate the relationship between pro-violence attitudes and violence. Design/methodology/approach – Data to answer the study’s key questions were taken from the 2010-2011 UK citizenship survey, where only the main sample was analysed. Findings – The findings reveal that first-generation immigrants have a higher prevalence of pro-violence attitudes than the native population. Originality/value – This suggests that there is an intergenerational transmission in violent attitudes, and this is a risk factor for actual violence in second-generation immigrants.

Immigrant and second-generation Turkish entrepreneurs in Melbourne Australia

2015 ◽  
Vol 21 (2) ◽  
pp. 154-174 ◽  
Author(s):  
Yasemin Soydas ◽  
Torgeir Aleti
Keyword(s):  
First Generation ◽  
Second Generation ◽  
Government Support ◽  
Entrepreneurial Activity ◽  
Content Type ◽  
Positive Effects ◽  
Immigrant Entrepreneurs ◽  
Generation Immigrant ◽  
Business Establishment ◽  
First And Second Generation

Purpose – The purpose of this paper is to examine the key differences between first- and second-generation immigrant entrepreneurs in their path to entrepreneurship. The aim of the study is to better understand entrepreneurial motivations amongst immigrants by comparing first- and second-generation entrepreneurs in their motivation for business entry, reliance on co-ethnic market, use of social and financial capital, business planning and marketing practices. Design/methodology/approach – Using an interpretivist approach and a qualitative design, this study comprises 20 in-depth interviews with first- and second-generation Turkish entrepreneurs (TEs) in Melbourne, Australia. Turks in Australia were chosen because of their high level of entrepreneurial activity. In order to uncover deep-seeded motivations, participants were interviewed in a face-to-face format guided by a semi-structured interview guide. Findings – The second-generation TEs were distinctively different from their first-generation counterparts in motivation for business entry, business establishment and use of ethnicity. The analysis shows that although the generations differ in their approach to business establishment, they both appear to be drawn to entrepreneurship based on “pull factors”. This is in contrast with previous literature suggesting that first-generation immigrant entrepreneurs were motivated by “push factors”. Originality/value – This paper suggests that both first- and second-generation immigrant entrepreneurs are “pulled” into entrepreneurship voluntarily. While the first-generation entrepreneurs seem to be motivated/pulled by financial reasons, the second generation are motivated by opportunity recognition, status and ambition. Nevertheless, a lack of trust in government support agency is found within both generations. Thus, outreach activities towards entrepreneurial immigrant communities may have positive effects for the economy as well as in the integration of ethnic enclaves.

scholarly journals Identity and difference – re-thinking UK South Asian entrepreneurship

2017 ◽  
Vol 11 (5) ◽  
pp. 564-589
Author(s):  
Mark Christopher McPherson
Keyword(s):  
South Asian ◽  
First Generation ◽  
Second Generation ◽  
Cultural Perspective ◽  
Structured Interviews ◽  
Content Type ◽  
The Uk ◽  
First And Second Generation ◽  
Identity And Difference ◽  
Insight Into

Purpose This paper, which is part of a larger study, aims to discuss from an ethno-cultural perspective, the notion of self-identification and difference pertaining to first and second-generation South Asian male entrepreneurs. In essence, previous studies have not explored this dimension to any sufficient depth. Therefore, evidence is unclear as to how ethno-culture has informed entrepreneurial identity and difference. Design/methodology/approach Adopting a phenomenological research paradigm, 42 semi-structured interviews were conducted with first- and second-generation Sikh and Pakistani Muslim male entrepreneurs in Greater London. A typology of second-generation entrepreneurs is developed and a research agenda proposed. Findings First-generation respondents regard the UK as home and do not suffer from shifts in identity. These particular respondents identify themselves as Sikh or Pakistani Muslim or a Businessman. However, the second-generation identify themselves via three distinct labels. Here respondents stress their ethnicity by using Hyphenated British identities or hide their ethnicity behind the term a Normal Businessman, or appear opportunists by using ethnicity as a resource to espouse a true entrepreneurial identity. Research limitations/implications The research environment within the Greater London area where the respondents are located may not be as generalisable when compared with other parts of the UK. Originality/value This paper offers a unique insight into self-prescribed identity and difference noted among London’s ethnic entrepreneurs.

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