![]() Schilde 2014), and within the EU, national identities continue “to shape the predominant ways in which people make sense of themselves and others” (Antonsich 2009: 281). In fact, one may expect nationality to play a diminished role particularly in Europe with the ongoing economic and social integration in the European Union however, quite the contrary seems to be the case (see e.g. One reason for this lack of research may stem from the assumption that ongoing globalization has reduced the importance of nationalities and related national identities and nationalisms (Kaldor 2004). Watts and Carter 1991 Brief and Hayes 1997), the topic of nationalism and related nationalistic mechanisms of exclusion in the workplace is mostly ignored. Interestingly, while there is a quite extensive body of literature about different layers and shapes of organizational racism in different national contexts and occupational settings (e.g. ![]() In contrast to this, workplace discrimination based on employees’ nationality cannot be integrated into the concept of racism, although both race and nationality can become relevant at the same time. ![]() For this reason, ethnicity-based discrimination and exclusion may be captured under the umbrella term racism as well. Indeed, Brubaker ( 2009) shows that other criteria such as self-identification, differences of phenotype, rigidity/flexibility, or colonial heritage are additional features that do not permit a clear delineation of race vis-a-vis ethnicity. This example illustrates how the concepts of race and ethnicity are blurred. Typically, and especially prevalent in the US context, the construct of being “Hispanic” or “Latino” is integrated into this “pigmentocratic logic” (Bonilla-Silva 2004), whereas people with different Asian heritages are usually classified as belonging to a certain “ethnicity” rather than “race” (Koshy 2001). Thus, research on racism has primarily focused on the marginalization and discrimination of people outside the societal norm group depending on the respective skin-color-based racial classification patterns and the associated social stratification (Jones 2000 Hunter 2013), as well as on the wording that is used in the particular national context (Telles 2014 Skidmore 1993 Stephan and Stephan 2000). The concept of race is typically associated with the idea of visible markers of one’s appearance that classify individuals as belonging to a certain race, a particularly salient marker being one’s skin color. Research on the exclusion, marginalization or discrimination of certain groups of employees because of their origin or heritage usually relies on the concept or terminology of racism (e.g. This study is amongst the first to shed light on the central role of nationalism and national identities in organizational mechanisms of exclusion. A quantitative analysis of survey data from 600 German nationals employed in Austria reveals that the degree of exposure to these demarcating practices is associated with lower job satisfaction, a higher burnout level and an increase in turnover intention. Study 2 analyzes Germans’ perception of Austrians’ exclusionary linguistic practices and how this impacts on their employment experience and turnover intention. A corpus analysis of online comments on newspaper sites highlights the implicit Austrian need for delineation against Germany. Study 1 examines the discursive production of Austrian stereotyping of Germans in the usage of different terms of reference for ‘Germans’ in Austrian discourse. Against this backdrop, the present study investigates how ostracism plays out when the heritages involved are similar, as exemplified by German employees in Austria. This research has primarily focused on issues faced by employees whose heritage is markedly different from the heritage shared by the norm group in the given socio-cultural, linguistic, and geographical setting. So far, management research on mechanisms of exclusion of employee groups has mainly applied constructs of racism to understanding issues of origin-based ostracism. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |