Gender Differences in Minority Small Business Hiring Practices and Customer Patronage: An Exploratory Study

Roberson-Saunders, Pat; Smith, Raymond D.

doi:10.1016/s1074-7877(06)05015-x

Cited by 1 publication

(1 citation statement)

References 10 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Unfortunately, none of these studies specifically addressed minority women. On the other hand, a study by Roberson-Saunders and Smith (2006) found that, regardless of race/ethnicity, minority men reported a tendency to employ co-racials/ethnics, while minority women did so to a lesser extent. However, none of the minority-related studies expressly focused on hiring of women.…”

Section: Hiring and Promotionmentioning

confidence: 94%

Do Women Fare Better in Female-Owned Businesses?

Roberson-Saunders

Smith

Goel

2014

J. Dev. Entrepreneurship

Self Cite

View full text Add to dashboard Cite

Numerous studies have chronicled the problems women experience in seeking to be hired and subsequently break through the glass ceiling in corporate America. These studies have been approached from the traditional perspective of male-dominated organizations. However, using a human resource management (HRM) framework, this article explores the possibility of further extending to femaleowned businesses Kanter's homosocial reproduction thesis that increased numbers of women in positions of management would increase hiring and advancement of women in corporate America. Results show that, at each step in the HRM process, female business owners in this study fulfill expectations by hiring, promoting and retaining significantly more women than male business owner counterparts. In addition, there were significant differences between minority and non-minority female business owners in the proportion of co-racial managers. Moreover, Whites and Blacks showed a significant preference for co-racial managers, while Hispanics and Asians did not.

show abstract

Section: Hiring and Promotionmentioning

confidence: 94%