Huong Le

Lessons Learned from Community Organizations: Inclusion of People with Disabilities and Others

Workforce diversity requires broader vision and scope in managing diversity so that there is greater inclusion inside and outside organizations. This paper provides this vision by extending the stream of workforce diversity research to community-oriented inclusion and its processes. The authors interviewed 34 people with disabilities and 40 people without disabilities who were stakeholders of community arts and sports organizations. The participants with disabilities were mainly arts audiences, artists and sports athletes, and the participants without disabilities were mainly managers and government officials. The key findings report the importance of inclusion through common interest groups being facilitated by (1) non-minority specific communal activities, (2) listening to minority voices, (3) multidimensional accessibility, (4) availability of organizational and natural champions and (5) cross-boundary networks and collaborations. In order to create more inclusive organizations, the authors suggest that private organizations need more community-oriented values, goals and strategies that foster boundaryless inclusion of people with disabilities and other minority groups in organizations and society.

Social Inclusion Through Cultural Engagement Among Ethnic Communities

This study analyzes arts attendance of six ethnic communities in Australia using social inclusion as a theoretical lens. Qualitative data from 20 interviews and 6 focus groups (N = 37) were examined. Respondents were from established (Italian, Greek), moderately established (Chinese, Vietnamese, Indian), and newly settled (African) communities. Four themes were identified that are linked to social inclusion: (a) social connectedness; (b) link with home culture; (c) link with host and other cultures; and (d) inclusive initiatives. All ethnic participants shared views on social connectedness; Vietnamese, Chinese, and Indian participants expressed a strong need to maintain links with their home culture and develop links with the host culture. Italian and Greek respondents focused on developing links with host and other cultures. African respondents wished to maintain home country links. The study advances arts marketing literature and cross-cultural marketing initiatives using a social inclusion lens to explain arts attendance by ethnic communities.

Inclusion, organisational justice and employee well-being

Purpose The purpose of this paper is to examine the relationship between employee perceived well-being and the four dimensions of organisational justice, namely, procedural, distributive, interpersonal and informational justice, and how dimensions of organisational justice affect employee well-being in the Australian tourism industry. Design/methodology/approach The sample is selected from employees who work in the tourism industry in Australia, and the survey was conducted online (n=121). Factor analysis is used to identify key items related to perceived organisational justice, followed by multiple regression analysis to assess the magnitude and strength of impacts of different dimensions of organisational justice on employee well-being. Findings The results support the established view that organisational justice is associated with employee well-being. Specifically, informational justice has the strongest influence on tourism employee well-being, followed by procedural justice, interpersonal justice and distributive justice. Research limitations/implications The authors acknowledge key limitations in the study such as a relatively small sample size and gender imbalance in the sample. Practical implications The authors provide strategies for managers to increase levels of organisational justice in the tourism sector such as workgroup interactions, a consultation process, team culture and social support. Originality/value This study builds on limited literature in the area of inclusion and organisational justice in tourism organisations. The study provides a new path to effective organisational management within the context of a diverse workforce, adding to the current debate on which dimensions of organisational justice contribute to improving employee well-being.

Cultural intelligence and voice behavior among migrant workers: the mediating role of leader–member exchange

Abstract This empirical study is the first to explicitly examine cultural intelligence (CQ) as an antecedent of voice behavior and to explore the mediating role of leader–member exchange (LMX) in the CQ–voice relationship. Two hundred and sixty-one usable questionnaires were collected from migrant workers in Australia using an online survey. The data were analyzed with regression analyses and structural equation modeling. Results showed that migrant employees with higher CQ were more likely to engage in voice behavior. The positive relationship between CQ and voice behavior was partially mediated by LMX. These findings verify a relatively new individual antecedent (i.e. CQ) of voice behavior and reveal the underlying mediation mechanism that explains the effects of CQ on employee voice. This study also carries important implications for managing culturally-diverse workforces (i.e. migrant workers) regarding the promotion of voice.

Understanding Australian ethnic minority artists' careers

This article examines the degree to which Australian ethnic minority artists possess or do not possess the career capitals necessary to develop their artistic journey. We listened to stories of career experiences that show how artists learn to negotiate their way by developing their career paths. The study found that ethnic minority artists possess more cultural capital than economic and social capitals, thus limiting their career to attain hierarchy and power in creative institutions. Ethnic minority artists can use strategies to manage career, boosting economic, social capitals and to a lesser extent cultural capital. This article adds to the current literature on the utility of Bourdieu’s forms of capital, contextualising voices of artists to account for their experiences in managing the process of advancement which both facilitates and limits their career-related opportunities.

Voices of dissent: unpacking Vietnamese international student experience

Purpose The purpose of this paper is to examine Vietnamese international students’ experiences with the campus learning environment by analysing differences in staff and student perceptions. Design/methodology/approach Two focus groups (n=12) and ten in-depth interviews were conducted with Vietnamese students and four in-depth interviews with the university staff (totalling 26). Findings The findings show a greater divergence of views between students and staff on teaching and learning than English language proficiency and student support services. These key differences were influenced by students’ prior expectations of their learning environment in Vietnam. Research limitations/implications This study is limited to one group of international students and to one Australian university. Practical implications The lecturers/administrators must have a good understanding of international students’ learning backgrounds and expectations to enhance their positive experience; appropriate teaching skills and practices are essential for teachers to meet the current needs of students. More effective training for international students to understand the multicultural nature of Australia is also essential. Originality/value This study contributes to the literature by identifying the experience of Vietnamese international students in a western university, which is, a relatively under-researched nationality compared to other Asian nationalities such as Chinese and Indian.

Inclusion and affective well-being: roles of justice perceptions

The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship.,Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data.,Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice.,The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability.,Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being.,Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.

Communicating to culture audiences

Purpose – The purpose of this paper is to provide novel insights into arts consumption behaviour and patterns of communication displayed by arts consumers using Peterson’s theoretical framework, and to identify differences in the use of communication channels across arts segments. Design/methodology/approach – The authors conducted an a priori market segmentation study, with two variables serving as segmentation criteria, namely, the frequency of and the variety of arts events attended. The authors tested for differences in communication patterns. Findings – Four segments were created: low-frequency univores, low-frequency multivores, high-frequency multivores and high-frequency omnivores. They differ in their communication patterns and online behaviours, including their online activities before and after attending arts events. Printed materials and e-mail newsletters were the most effective communication channel for raising awareness of all arts consumers. Research limitations/implications – Understandin...

A Synthesis of Globalisation, Business Culture and E-Business Adoption in Vietnam

The pace and intensity of social change in modern society is increasing, particularly through advances in modern technology and the remarkable innovations in information and communications technology (ICT), as well as through social movements, especially globalisation (Synott, 2004). This chapter will discuss the concept of globalisation and its impact on the economies, cultures, and international business in developing countries and, in particular, Vietnam. The chapter provides an insight into how national culture and technology affects business operations, including current issues in technological readiness for e-business adoption in Vietnam. By applying theories of globalisation to explain changes and progress in Vietnamese economic development, the chapter also provides a better understanding of the complex mix of culture, technology, and business operations in Vietnam. Recommendations are also made for the development of an appropriate environment for e-business in small to medium enterprises that will further strengthen the country’s international business operations. DOI: 10.4018/978-1-4666-3966-9.ch008