Predicting employee attitudes to workplace diversity from personality, values, and cognitive ability

Anglim, Jeromy; Sojo, Víctor; Ashford, Linda; Newman, Alexander; Marty, Andrew

doi:10.1016/j.jrp.2019.103865

Cited by 39 publications

(37 citation statements)

References 115 publications

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“…The high level of herding bias in female investors is related to the agreeableness personality that is generally found in women [21]. Women generally have high social adaptability.…”

Section: Resultsmentioning

confidence: 94%

Gender Differences in Investment Biases

Yuliawati¹,

Sari²,

Siska³

2021

Proceedings of the 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020)

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This research investigates differences in investment bias based on the gender perspective among investors in Indonesia. The investment biases analyzed were overconfidence and herding. These two investment biases were found in many individual investors and often led to suboptimal investment decisions. This research involved 35 male investors and 30 female investors in the Indonesian capital market as respondents. Mann-Whitney test, a non-parametric test, was employed to compare male and female investors' investment bias. The findings revealed that both female and male investors had reasonably high levels of overconfidence and herding. Hypothesis testing results indicated no significant difference in the level of overconfidence or herding between the two groups of investors because most of the participants were novice investors with limited investment knowledge and experience.

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“…The high level of herding bias in female investors is related to the agreeableness personality that is generally found in women [21]. Women generally have high social adaptability.…”

Section: Resultsmentioning

confidence: 94%

Gender Differences in Investment Biases

Yuliawati¹,

Sari²,

Siska³

2021

Proceedings of the 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020)

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“…This is due to the expansion of international enterprises with branches in various countries, that require cooperation with foreign clients and the employment of foreign nationals. Employers and employees face challenges associated with cultural differences, which may introduce risks that impact their respective organisations (Anglim et al, 2019;Ashkanasy et al, 2002;Masulis et al, 2012;Scarborough et al, 2019;Segal, 2019).…”

Section: Cultural Risks As a Subject Matter -The Identified Topicsmentioning

confidence: 99%

Designing Mini-Games as Micro-Learning Resources for Professional Development in Multi-Cultural Organisations

Arnab¹,

Walaszczyk

Lewis³

et al. 2021

EJEL

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The need for self-directed learning for professional development drives an increase in the delivery of easy to use ‘just-in-time’ resources that respond to the often-dynamic workplace and work culture. This is especially important in the era of globalisation, when the number of employees, who are culturally diverse, increases each year. Most medium and large companies operate in an international environment, and this is due to the expansion of international enterprises with branches in various countries that requires cooperation with foreign clients, and the employment of foreign nationals in their companies. In order to guarantee the effectiveness of workings in companies, there is a need for continuous education in the aspect of the cultural diversity. This paper explores micro-learning, which focuses on delivering brevity through bite-sized learning units or short-term learning activities. Learning content in this case can take many forms, from text to interactive multimedia. These contents are often created on demand, which can sometimes be less contextualised and pedagogically informed. Based on a case study of the need for training on cultural risks in multi-cultural organisations, this paper focuses on the design of mini-games as playful learning resources for supporting an online learning platform that has been developed as a response to this training need. Fifteen mini-games have been developed to complement eight main topics related to cultural risks and to promote reflection, practice and the self-assessment of knowledge acquired through the platform. The main eight topics represent the risk areas identified that include cultural awareness, understanding different cultures, communication, learning styles, hierarchy, team-working, qualities in the working place, and stereotypes through a survey carried out with personnel (n=154) from multi-cultural organisations across five countries - Cyprus, Italy, Latvia, Poland, and the UK. The discussions include unpacking the mapping of pedagogical and gameful design considerations based on Arnab et al.‘s (2015) Learning Mechanics-Game Mechanics Mapping (LMGM) model. The paper also discusses the findings from the testing of the online platform across 5 countries including 166 participants (two-step testing). The insights provided will be valuable to researchers, practitioners, designers, and developers of micro-learning resources.

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“…As proof, findings from empirical research oppose two contradictory arguments about surface-level workforce diversity in hotels. The first argument posits that personal characteristics of individuals or groups were found as a source of degrading intra-organisational operational consistency at all levels, easing social loafing and personal bias due to barriers in communication, ethnocentric prejudice, rejection, diffusion, and delusion (Anglim, Sojo, Ashford, Newman, & Marty, 2019). As a result, organisational and operational dysfunctions may occur due to employees' sociopsychological background, weak feelings of organisational citizenship, inappropriate personal habits, and unprofessional attitudes (Hight, Gajjar, & Okumus, 2019;Tufan & Wendt, 2020).…”

Section: Surface-level Diversitymentioning

confidence: 99%

“…Such complex challenges seriously affect organisational cohesiveness and quality teamwork in anticipating and responding to guests' unpredictable requests (Hanaysha, 2016), particularly at seasonal hotels. As a result, modernised hotel organisations are enforced to proactively embrace the dimensions of workforce diversity in order to sustain operational responsiveness and secure further development (Anglim et al, 2019).…”

Section: Surface-level Diversitymentioning

confidence: 99%

Reflecting on Hospitality Students’ Cognitive Diversity Impact on Service Quality and Organizational Performance Standards: A Case-Study in Cy Seasonal Hotels

Anastasiou¹

2020

JBHOST

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This study examines the impact of hospitality students’ cognitive diversity style on service quality and performance standards in seasonal hotels. A survey research method approach was implemented through a quantitative examination of a purposeful sample, collected from three-, four-, and five-star seasonal hotels in Cyprus. The survey was administered face-to-face to 316 students and 93 managers. For hypotheses testing, the Cognitive Style Inventory was adapted. Study results reveal students’ educational preparedness, professional reliability, and the positive impact of their cognitive diversity style on service quality and organizational performance standards in seasonal hotels. While students offer a diversified pool of potential candidates to successfully fulfil qualified and skilful required vacancies, a twofold requirement emerges. First is the introversion requirement related to the curriculum design of hospitality educational institutions. Second is the extroversion requirement, which sees the responsibility of seasonal hotel managers, as future employers, to be linked and guided on students’ cognitive style development via an intuitive collaboration with local hospitality educational institutions.

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Predicting employee attitudes to workplace diversity from personality, values, and cognitive ability

Cited by 39 publications

References 115 publications

Gender Differences in Investment Biases

Gender Differences in Investment Biases

Designing Mini-Games as Micro-Learning Resources for Professional Development in Multi-Cultural Organisations

Reflecting on Hospitality Students’ Cognitive Diversity Impact on Service Quality and Organizational Performance Standards: A Case-Study in Cy Seasonal Hotels

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