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In the past thirty years, academic work in the field of business has evolved from an applied field to a theoretically grounded, rigorous, scientific field of inquiry garnering the attention of high-quality academics from the fields of psychology, sociology, economics, and political science and many others. In this time the social science of administration has developed into a multi-faceted field with theoretical and empirical lenses too numerous to mention. With this development has come the need for innovations in scholarly publication in this area, one of these being the introduction of our new journal, Administrative Sciences. [...]

PurposeThe purpose of this paper is to investigate Hispanic business professionals' perception of psychological contract fairness, perception of discrimination, and the influence of autonomous status judgments on these variables.Design/methodology/approachParticipants were drawn from a sample of an association of Hispanic business professionals. The survey instrument was created from existing scales; validity and reliability were established in a pilot study. The survey was administered at two time intervals to 164 Hispanic business professionals. Data were analyzed using a multiple regression analysis.FindingsThere were significant relationships between Hispanic business professionals' psychological contract fairness perceptions, and perceptions of discrimination and autonomous status. As the score for psychological contract fairness increased, the score for perception of discrimination decreased. As the score for psychological contract fairness increased, the score for perception of autonomous status increased.Research limitations/implicationsThe sample for the study was a convenience sample and therefore may contain a self report bias.Practical implicationsBy empowering Hispanic employees and giving them the resources to truly believe they are valued by the organization, individual outcomes such as productivity and satisfaction could be positively affected.Originality/valueThis study took a new approach to investigating the psychological contract over time and provided useful data on the global fulfillment argument. It created a new model for studying the interaction of mediating variables on the psychological contract and filled a gap in the present research on Hispanic perceptions of psychological contract fairness.

PurposeAlthough Hispanics represent a large and growing proportion of the US workforce, little is known regarding the possible effects of their somewhat unique cultural values, beliefs, and practices on their experiences of work-family conflict or job satisfaction. This research tested theoretically derived hypotheses regarding the protective effect of a component of familism values, family as a source of social support, on these outcomes.Design/methodology/approachA moderated mediation model was tested using survey data from Hispanic professionals (N = 103).FindingsAs predicted, family support was negatively related to work interfering with family (WIF) and positively related to job satisfaction. WIF mediated the relationship between family support and job satisfaction. Additionally, gender moderated this mediated relationship such that the effects were stronger for Hispanic women than men.Research limitations/implicationsGeneralizability of the results should be explored by employing larger samples that include longer tenured workers, employees with higher degrees of management experience, and additional Hispanic subgroups. Results contribute to a growing body of research demonstrating beneficial effects of familism values for Hispanics.Practical implicationsResults suggest that organizations may benefit from taking active steps to support familism values among Hispanic workers.Originality/valueThis is the first empirical study to explore the possible benefits of family support values on workplace outcomes.

PurposeOrganizational researchers commonly use racioethnic identity or acculturation measures as predictors for various phenomena, however, rarely do they attempt to investigate events or situations that might impact reports of identity. This study aims to determine the impact of the events of 11 September 2001 on reports of Hispanic identity in Hispanic business professionals as well as the varying degree of impact by physical distance from the event.Design/methodology/approachSixty‐seven respondents were tracked longitudinally both pre‐ and post‐9/11 with reports of Hispanic identity. Additionally, cross‐sectional data from both time periods reporting Hispanic identity were analyzed.FindingsResults show that Hispanic identity reports are significantly lower post‐9/11 in both the longitudinal and cross‐sectional sample. Further, distance from event impacted the magnitude of the difference. Data on perceptions of the impact of 9/11 on work‐life are also presented.Research limitations/implicationsSample size in the longitudinal portion of this particular study is relatively small. Additionally, future research could focus on other traumatic events (either at the personal level, i.e. death of a family member, layoffs, etc.; or community level, i.e. impact of natural disasters, etc.) on reports of racioethnic identification for other groups (i.e. Anglo, Asian‐American, Impatriates, Expatriates, foreign nationals, etc.).Practical implicationsManagement literature shows us that racioethnic identification has a significant impact on one's perceptions, work, and otherwise. Individuals may perceive a more hostile or discriminatory work environment based on this identity. In this vein, it appears that traumatic events bond individuals together in a collective culture. After a traumatic event an organization may have an opportunity to redefine an organization and improve value congruence and strength of organizational culture.Originality/valueThis study is unique in that it contains both cross‐sectional and longitudinal data for racioethnic identity both pre‐ and post‐9/11 using identical measures. Not only does it add insight into the impact of these tragic events on the American populous, it fills a gap in Hispanic professional literature by attempting to describe the unique nature of these employees.

PurposeThe purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.Design/methodology/approachData were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.FindingsNo significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.Practical implicationsToo often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.Originality/valueThe present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.