Immigrants and Cultural Adaptation in the American Workplace: A Study of Muslim Employees
Today's managers must deal with a wide variety of employee differences in ethnic backgrounds, values, lifestyles, and needs. This book presents a model of employee acculturation, investigating how Muslim employees adapt to U.S. national and organizational cultures The study investigates the relationships between respondents' acculturation patterns, their degree of religiosity, degree of collective or individual orientation, the extent of perceived discrepancies between their original cultures and U.S. organizational culture, and their national origin, examining demographic variables such as age, gender, education, occupation, and number of years lived and worked in the U.S Responses from 339 Muslims revealed that most were inclined to retain their original culture rather than adopting U.S. national culture. In contrast, most accepted U.S. organizational cultures. The analysis of the practical implications of these findings for business management highlights a number of practical strategies for copingwith an increasingly multicultural workforce (Ph.D. dissertation, University of Mississippi, 1993; revised with new preface, and index)
What people are saying - Write a review
We haven't found any reviews in the usual places.
Other editions - View all
accept U.S. national accept U.S. organizational Acceptance of U.S. acculturation patterns acculturation process acculturation to U.S. adapt adjusting Americans analysis assimilation Baek's behaviors beliefs Business canonical classified collectivism-individualism correlation countries culture AAC Deculturation degree of religiosity demographic variables dependent differences dimension discriminant functions effect employed employees ethnic Factor findings framework gender Hypothesis immigrants important included independent variables indicates individuals integration Islamic less loaded managers Matrix means measure minority minority group modes of acculturation Muslims national and organizational neutral occupations organizations original national culture original organizational cultures perceived discrepancy percent performed place of birth predictors preferred mode present Pretest questionnaire relationship reported respondents retain their original sample scale selected separation significant strongly subjects suggest Table U.S. culture U.S. national culture U.S. organizational cultures values willingness to accept willingness to retain