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*Journal of Managerial Psychology*

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*Call for Papers for the Special Issue on*

* *

*Hispanics and Latin Americans in the Workplace*

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*Submissions Deadline: November 1, 2012*

Latinas and Latinos (hereinafter referred to as Latinos or Hispanics) are
individuals who trace their heritage to Latin America or the Iberian
Peninsula in Europe (Marin & Marin, 1991). Their economic importance in the
Americas and the world is growing extensively. For instance, the Pew
Hispanic Center estimated that Hispanics currently make up 15 percent of
the U.S. population, and account for more than half (50.5%) of its
population growth.  The U.S. Census Bureau (2010) also reported that the
number of Hispanic-owned businesses increased by 43.7 percent to 2.3
million –more than twice the national rate of 18.0%--between 2002 and 2007.
  Population forecasts suggest this group may become up to one third of the
USA workforce by 2050, and their collective purchase power exceeded $1
Trillion in 2011. Internationally, after years of intense economic
expansion, Portugal and Spain have been in trouble in the recent past,
while most Latin American nations continue to show promising signs from a
business perspective (Latin Business Chronicle, 2012).

Latinos around the world share commonalities in values, attitudes and other
preferences that impact the behavior in organizations in a wide variety of
ways.  The Latin American countries share with the Iberian nations a common
religion, the *mestizaje *(mixing) of a number of races, over four hundred
years of a generally shared history, and other factors that are often
perceived as actionable similarities for managers with an interest in or
responsibilities dealing with Hispanics.  But several commentators have
warned us about the dangers of assuming that the commonalities apply to all
individuals or even groups (Triandis, 1994; Vassolo, De Castro &
Gomez-Mejia, 2011).  Socio-economic status, education, geographic
endowments, mobility, skin color, gender, and other factors often overpower
the similarities, creating a perfect storm in which even managers with the
best intentions end up facing numerous challenges associated with managing
such a diverse set of employees.

Clearly, Hispanics are an important group to study, but systematic,
evidence-based research on work issues about them has been lagging in the
Management as well as Industrial and Organizational Psychology (Blancero,
DelCampo & Marron, 2007; Vassolo *et al*., 2011).  In particular, although
empirical work on diversity has increased over the past two decades, there
is a dearth of studies employing Hispanic/Latino samples (Blancero &
DelCampo, 2012; Olivas-Luján, 2008). Cultural values and traditions are
thought to affect the attitudes and behavior of individuals, and only by
examining Latino samples can we understand how their unique culture and
subcultures influence their behaviors (Knouse, Rosenfeld, & Culbertson,
1992; Olivas-Luján *et al.*, 2009; Sanchez & Brock, 1996; Stone, Johnson,
Stone-Romero & Hartman, 2006).

In this special issue we are seeking micro-oriented manuscripts that
provide insight into issues related to Hispanics/Latinos/Latinas in
organizations in any part of the world (e.g., Latin America, U.S., Canada,
Europe, Asia, Africa).  We invite contributions that are empirical or
conceptual in nature. We purposely have chosen to keep this call for papers
broadly stated as we are interested in a broad conceptual network that can
inspire future work on Latinos and workplace topics that affect them in the
most influential ways.  However, it merits emphasis that the focus of the
special issue is limited to individual and small group, not organizational
levels of analysis. We invite authors to contact us with their ideas by May
1, 2012 so that we can discuss their suitability for this Special Issue.

The key themes and foci that we would like to explore include some of (but
are not limited to) the following:

•       What are the cultural value differences between Hispanic/Latino
subgroups (e.g., Argentineans, Brazilians, Cubans, Colombians,
Hispanic-Americans, Mexicans, Peruvians, Puerto Ricans, etc.)?

•       What roles do cultural values play in behavior in organizations?

•       How does the intersection of race, skin color, ethnicity,
socioeconomic status and gender affect behavior or preferences in Latinos
and Latinas?

•       Do the current national (U.S., Canadian, British, French, etc.)
human resource practices meet the needs or values of Latinos and Latinas?

•       What are the changing roles of gender and other drivers of
diversity among Hispanics?

•       What factors affect mentoring relationships with Hispanics and in
what ways?

•       How do cultural values influence job choice or reward preferences?

•       What organizational practices attract, motivate and retain Latinos
and Latinas?

•       What factors influence the effectiveness of Hispanic managers or

•       What roles do language and bi- or multi-culturalism play in the
behavior of Latinos?**

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*Submission Guidelines:*

The deadline for receipt of manuscripts is November 1, 2012.  Please
contact the Special Issue Guest Editors via email by May 1, 2012 to
increase the chances that your manuscript fits their editorial intentions.
Please submit your manuscript in MS Word using the ScholarOne system on the
journal's Manuscript Central website (
If you have questions about using the system please contact Kay Wilkinson,
Editorial Administrator ([log in to unmask]).  You should also
specify that the manuscript is for the special issue on “Hispanics and
Latin Americans in the Workplace.”

Manuscripts should follow the JMP submission guidelines outlined at They should be no more than 6,000
words of text (not including tables, references or graphs). In addition,
titles should be eight words or less.

In keeping with ethical standards of research, each author who submits a
manuscript to JMP must ensure that the original data or results presented
in the manuscript have not been published in whole or part elsewhere. The
primary reason for this is that duplicate publication may distort the
knowledge base in a field and may lead to erroneous inferences regarding a
phenomenon. Authors for whom English is their second language are
encouraged strongly to use an editing service prior to submitting their
manuscripts. One example of such a service is Emerald Publishing Editing
Services; information about these services can be found at the Emerald
Publishing website ( This
Special Issue is open and competitive. Submitted papers will undergo the
normal, double-blind, peer review process.

The *Journal of Managerial Psychology* obtained an impact factor of 2.15 in
the 2010 report by Thomson Reuters.  Its acceptance rate is 15%. The
average turnaround time is 45 days, with a range of 14 to 90 days.

*Guest Editors:*

Donna Maria Blancero, Bentley University, Waltham, MA ([log in to unmask]

Miguel Olivas-Lujan, Clarion University of Pennsylvania, Clarion, PA (
[log in to unmask])

Dianna Stone, University of Texas, San Antonio, TX ([log in to unmask])


Blancero, D.M. and DelCampo, R.G. (2012), *Hispanics at Work: A Collection
of Research, Theory and Application,* Nova Science Publishers, Hauppauge,

Blancero, D.M., DelCampo, R.G. and Marron, G.F. (2007), Hired for
Diversity: Rewarded for Conformity: Hispanics in Corporate America. *The
Business Journal of Hispanic Research, *Vol. 1 No. 1, pp. 12-25.

Knouse, S. B., Rosenfeld, P. and Culbertson, A.L.  (1992), *Hispanics in
the Workplace, *Sage Publications, Thousand Oaks, CA.

Latin Business Chronicle. (2012), "Latin America 2012: Economic Outlook",
available at:
27 February 2012).

Sanchez, J.I. and Brock, P. (1996), Outcomes of Perceived Discrimination
among Hispanic Employees: Is Diversity Management a Luxury or a
Necessity? *Academy
of Management Journal,* Vol. 39, pp. 704-720.

Stone, D.L., Johnson, R.D., Stone-Romero, E.F. and Hartman, M.  (2006), A
Comparative Study of Hispanic-American and Anglo-American Cultural Values
and Job Choice Preferences.  *Management Research*, Vol. 4, pp. 8-21.

Marin, G. and Marin, B. (1991), *Research with Hispanic Populations, *Sage
Publications, Thousand Oaks, CA.

Olivas-Luján, M.R. (2008), Evidence-Based Management: A Business Necessity
for Hispanics. * The Business Journal of Hispanic Research.* Vol. 2 No. 2,
pp. 10-26.

Olivas-Luján, M.R., Monserrat, S.I., Ruiz, J.A., Greenwood, R.A., Madero
G., S., Murphy, E.F. and Santos, N.M.B.F. (2009), Values and Attitudes
towards Women in Argentina, Brazil, Colombia and Mexico.  *Employee
Relations: The International Journal.* Vol. 31 No. 3, pp. 227-244.

Triandis, H.C. (1994), *Culture and Social Behavior, *McGraw-Hill, New
York, NY.

U.S. Census Bureau (2010), “Census Bureau Reports Hispanic-Owned Businesses
Increase at More than Double the National Rate”, available at:
/releases/archives/business_ownership/cb10-145.html (accessed 15 January

Vassolo, R.S., De Castro, J.O., and Gomez-Mejia, L.R. (2011), Managing in
Latin America: Common Issues and a Research Agenda.  *Academy of Management
Perspectives.* Vol. 25 No. 4, pp. 22-36.

*Miguel R. Olivas-Lujan, Ph.D. *  .:.   Professor   .:.   Administrative
Clarion U of Pennsylvania   .:.   840 Wood St.   .:.   Clarion, PA 16214
Tel: +1.814.393.2641   .:.   Fax: +1.814.393.1910
Interested in e-HRM? <>*
Guest Editor, JMP<>
on "Hispanics and Latin Americans in the
*Series Editor, Emerald's
*Advanced Series in
*Let me know your thoughts on Dr Olivas'

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