Multicultural Workplace Research Articles

Analysis of Level of Communication at the Workplace on Team Performance

Objectives: This study examines the various communication patterns and behaviours driven by cultural and gender diversity differences in a highly diverse multicultural workplace. Furthermore, it is also examining the relationship between effective communication patterns/ techniques and employee’s engagement and productivity. Methods: The Descriptive Analysis, Reliability, Pearson Correlation and Hypotheses testing through Regression analysis conducted by SPSS version 22 software and AMOS software version 22. Results: Analyses of data collected in this study is significant in order to test the hypothesis and answer the research questions for making accurate prediction about the results. The quantitative analysis and interpretation of data was carried out in two phases based on the results of the questionnaire. Conclusions: The study is focused on analysing the impact of meaningful multicultural communication among employees and the role played by supervisor-employees communications on employees’ self-esteem, job engagement, intention to change the job and overall job satisfaction. To satisfy the scope of the study existing review of literature, secondary available data, case studies, qualitative and quantitative research techniques are used. The core literature was sourced from various studies conducted around the world on diversity.

How do disengaged employees obstruct human resource localization success? An investigation into the multicultural workplace in a developing country

How do disengaged employees obstruct human resource localization success? An investigation into the multicultural workplace in a developing country

Language Attitudes toward Accented Speech in the Workplace in Switzerland

Purpose: The aim of the study was to analyze the language attitudes toward accented speech in the workplace in Switzerland. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Language attitudes toward accented speech in the workplace in Switzerland reveals a nuanced perception influenced by the country's multilingual environment. Studies indicate that individuals with native Swiss German accents tend to receive higher professionalism ratings compared to those with foreign accents, reflecting a bias that aligns with local linguistic preferences. Additionally, accents from non-European languages often face stigmatization, leading to perceptions of reduced competence and credibility. However, some findings suggest that exposure to diverse accents can foster greater acceptance and appreciation over time, particularly in multicultural workplaces. Unique Contribution to Theory, Practice and Policy: Social identity theory, linguistic accommodation theory & perception theory may be used to anchor future studies on the language attitudes toward accented speech in the workplace in Switzerland. Organizations should develop clear guidelines for performance evaluations that eliminate the subjective influence of accent bias. Organizations should establish policies that mandate participation in diversity training for all employees, including during onboarding and ongoing professional development.

Stability and plasticity in personality: A meta‐analytic investigation of their influence on cultural intelligence and five forms of job performance

AbstractThis meta‐analysis clarifies and tests the structural relationships among the Big Five personality traits, cultural intelligence (CQ), and an expanded criterion domain of job performance. Positioning CQ in the nomological network of personality traits is timely because research has demonstrated that CQ predicts a range of work‐related outcomes in today's multicultural workplace. Drawing on the Cybernetic Big Five Theory (CB5T), we conduct a meta‐analytic investigation (n = 24,552; k = 109) of the metatraits of stability (shared variance of conscientiousness, agreeableness, and emotional stability) and plasticity (shared variance of extraversion and openness) on CQ and five job performance outcomes (task performance, affiliative citizenship performance, change‐oriented citizenship performance, adaptive performance, and creative performance). Our findings show that CQ is a stronger mediator of the plasticity metatrait (than stability) on job performance, supporting our hypotheses. We also discover intriguing suppressor effects, suggesting that the importance of the plasticity metatrait on job performance could be underestimated in existing Big Five meta‐analyses.

Exploring AI's Role in Supporting Diversity and Inclusion Initiatives in Multicultural Marketplaces

This paper explores the relationship between diversity, inclusion, and artificial intelligence (AI) in multicultural workplaces and markets. Growing recognition of the value of diversity and inclusion (D&I) initiatives is changing organizational practices globally. Despite progress, challenges such as unconscious bias, resistance to change, and difficulty in measuring progress still exist.This study is based on a comprehensive literature review that adheres to academic ethical standards. These findings highlight the potential of AI to improve recruitment processes, personalize marketing strategies, and develop inclusive technologies. However, challenges such as bias in AI algorithms and limited data diversity need to be addressed.The paper emphasizes the need for ethical AI frameworks, diverse representation in AI development, and transparency in the use of AI to promote justice. AI has the potential to foster a more equitable society by encouraging diversity and inclusion. Further research is needed to explore the long-term impact of AI on diversity and inclusion and to develop ethical AI frameworks tailored to different industries and cultural contexts.The study also explores how AI can support D&I initiatives by providing data-driven insights, automating processes, and offering personalized interventions to reduce bias and increase inclusivity. By reviewing recent research and case studies, this paper offers practical recommendations for leveraging AI in D&I efforts, aiming to build a more inclusive and equitable workplace culture.

IMPLEMENTATION STRATEGIES OF CHATGPT IN ENHANCING STUDENTS’ COMMUNICATION SKILLS IN THE GLOBAL BUSINESS CONTEXT

Effective communication skills are crucial in an increasingly interconnected global business environment. The ability to communicate clearly and persuasively, both orally and in writing, is key to fostering successful business relationships and overcoming cross-cultural challenges. This research aims to explore the implementation strategies of ChatGPT in enhancing students' communication skills, particularly within the global business context. The study adopts a qualitative literature review approach. Data for this research were sourced from scholarly articles available on Google Scholar, published between 2015 and 2024. The study findings indicate that implementing ChatGPT in education as an innovative strategy to enhance students' communication skills in the global business context holds significant potential in preparing the next generation for challenges in an increasingly interconnected and multicultural workplace. With its ability to provide real-time natural language interactions, ChatGPT not only aids in training students' communication skills but also prepares them to navigate various international business scenarios.

Identification of multicultural learning experiences following an international cross campus medical student exchange programme between the UK and Malaysia: a qualitative study

ObjectivesIn an increasingly global society, there is a need to develop culturally competent doctors who can work effectively across diverse populations. International learning opportunities in undergraduate healthcare programmes show various...

EXPLORATION OF PRAGMATIC MARKERS IN MULTILINGUAL WORKPLACE COMMUNICATION

This research explores the intricate use of pragmatic markers in multilingual workplace communication, delving into the dynamics of communication within the context of globalization and technological advancements. Drawing from a rich theoretical foundation, the study investigates the role of pragmatic markers in managing face-threatening acts, resolving conflicts, and preserving relationships in a multicultural workplace. Recent research underscores the increasing relevance of pragmatic markers in the globalized workforce and the impact of electronic communication on their use. Additionally, the study highlights the necessity for pragmatic marker-focused training programs to enhance intercultural communication. By examining the novel insights derived from this research, we gain a deeper understanding of how pragmatic markers function in multilingual workplace interactions, particularly in the era of electronic communication, thereby contributing to more effective cross-cultural understanding.

Applying Hofstede’s Cultural Dimension Theory to Analyze Intercultural Communication Differences

Intercultural communication is becoming increasingly important in today’s globalized world, where people from different cultural backgrounds are increasingly interacting with each other in various settings. This paper applies Hofstede’s cultural dimension theory to analyze intercultural communication differences in different cultural contexts, and presents effective intercultural communication strategies to deal with these differences. A case study of intercultural communication in a multicultural workplace is also presented to illustrate the application of the theory and strategies. The paper concludes by summarizing the main findings and suggesting future research directions in intercultural communication.

Nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings: An interview study

AimTo describe nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings. DesignA qualitative descriptive study design. ParticipantsA total of 13 nurse leaders were recruited from four primary and specialized healthcare organizations in Finland. MethodsData were collected through individual semi-structured interviews and analyzed using inductive content analysis. ResultsNurse leaders' experiences were categorized into seven main categories as follows: leadership, which concerns a leader's roles, style, and experience; organizational strategy and culture, which includes structure, policies, and intra-organizational culture; support strategies, including workplace and outside-of-work integration strategies; relationships and interactions, which considers interpersonal relationships and interactions; nurse competence requirements and development, which concerns both organizational and ward level competence demands, and support for competence development; language competence, which concerns challenges relating to language proficiency and development of language competence; and cultural diversity, which considers the importance of competence development brought about through experiences of being in a multicultural workplace. ConclusionsCulturally and linguistically diverse nurses are important within healthcare systems. These nurses constitute additional human resources, bring diverse experiences and expertise, and add to organizational cultural capital. Nurse leaders require competencies that are suitable for leading a diverse workforce, utilizing its competencies, establishing staff members' needs, and ensuring their continuous development. Resourcing, planning, and structuring the integration process affects nurses' experiences of the organizational socialization process. ImpactThe findings of our study can offer guidance to healthcare organizations with regard to structural integration strategies at an institutional level. Leadership and management educators can benefit from the findings towards developing a curriculum that supports leaders' diversity, equity and inclusion, knowledge management and formal leadership competencies. Finally, nurse leaders may benefit from this study through being more aware towards supporting a multicultural, cohesive, and competent workforce through strong social capital.

The future of work and human resources: A review of emerging trends and HR's evolving role

In the dynamic landscape of the 21st century, the intersection of technology, globalization, and shifting societal expectations is reshaping the future of work. This paper delves into the multifaceted dimensions of this transformation, offering a comprehensive review of emerging trends and the evolving role of Human Resources (HR) in navigating this new era. The rise of automation, artificial intelligence, and remote work has led to a paradigm shift in organizational structures and employee expectations. As organizations strive to remain competitive, the integration of advanced technologies necessitates a reevaluation of traditional HR practices. This paper explores the impact of technological advancements on job roles, skill requirements, and the overall employee experience. Globalization has blurred geographical boundaries, fostering diverse and multicultural workplaces. HR professionals are confronted with the challenge of managing a workforce that spans across different time zones and cultural contexts. The paper examines the strategies HR departments employ to foster inclusivity, cross-cultural collaboration, and effective communication in this globalized work environment. The evolving nature of work also brings forth the importance of employee well-being and mental health. As organizations recognize the link between employee satisfaction and productivity, HR plays a pivotal role in implementing initiatives that prioritize the holistic well-being of the workforce. Furthermore, the paper explores HR's shifting role from a transactional function to a strategic partner in organizational decision-making. HR leaders are increasingly called upon to contribute to business strategy, aligning human capital with overall corporate goals. This paper provides a forward-looking perspective on the future of work and the evolving role of HR. By dissecting emerging trends, technological influences, and the changing expectations of the workforce, it offers valuable insights for HR professionals, organizational leaders, and researchers navigating the transformative landscape of work in the 21st century.

Managers’ Power and Its Sources in Managing People in Multicultural Teams: The Results of Interviews with Czech, Portuguese, and French Managers

The aims of the article are to describe how Czech, Portuguese, and French managers define the concept of “power,” to identify the sources of power they use, and to demonstrate the impact of their power on managing their culturally diverse teams. The research problem focuses on finding the answers to the questions: How do Czech, Portuguese, and French managers understand the term “power”? What sources of power and ways of exercising it do they use in practice? What areas of people management are affected by managers’ power? The research methods consist of a literature review and individual in-depth interviews with managers conducted in 2022. The theoretical part defines the term “power,” and describes the sources of managers’ power and their ways of exercising it. The research part reports the results of the interviews with the managers. The study demonstrates the importance of managers’ power and its impact on people management in multicultural workplaces. The results of the interviews reveal that the managers accurately define the term “power” and frequently use its most common sources: legitimate and reward power. According to the managers, in workplaces with culturally diverse employees their power exerts a significant impact on people management.

Coping strategies for work and cultural stressors in multicultural construction workplaces: a study in Australia

Existing coping theories typically position coping as a reactive approach to managing mental health. Intercultural coping was proposed to positively deal with stressors and alleviate the negative impacts of stressors on mental health outcomes in multicultural workplaces. This study aims to investigate the role of intercultural coping strategies in influencing the relationships between stressors and mental health outcomes in multicultural construction workplaces. Data were collected from 252 construction workers in Australia using online questionnaire survey. Data were analysed using the structural equation modelling (SEM) technique. The results revealed the moderating effect of positive coping strategies on the stressor-psychological outcome relationship. A worker who is open to cultural dissimilarity tends to suffer less the adverse effect of cultural stressors on mental health. A worker with cognitive complexity is less susceptible to the adverse impact of work stressors on mental health. Whereas, a worker who is performance-oriented is more vulnerable to the impact of work stressors on mental health. This study may contribute to the existing body of work by uncovering the moderating role of positive coping strategies and providing targeted and effective coping strategies in multicultural construction workplaces.

Implementing IT in engineering education

Nowadays in the multicultural workplace engineers need both hard skills and soft skills. They need to be good communicators, as they need to collaborate with others, convince their opponents when negotiating in order to gain benefit for a company and society. Students engineers could have difficulty in achieving success in the future professional field, as their communication skills, the most beneficial skills in the 21st century, are not being developed properly as hard skills development is a priority during the engineering education. In the modern world Information Technologies play an important role in education, including teaching and learning due to their didactic potential. They provide an opportunity to differentiate instruction and change classrooms into dynamic learning environments. The aim of research was to elaborate a technique for developing engineering students’ communication skills through radio podcasts. Research methods included a literature review, analysis and synthesis, experimental work, assessment of the development level of engineering students’ communication skills, analysis of the data obtained. As a result, a teaching technique was elaborated for the development of engineering students’ communication skills through radio podcasts that includes (1) organizing students’ individual, team and group work on podcasts; (2) filling a portfolio with analysis of the podcasts; (3) role-playing podcasts using the revealed speech and non-speech features; (4) creating own podcasts, focused on a specific thematic content. Experimental work was held in 2022 and 2023 at Higher Engineering School, Industrial university of Tyumen, Tyumen, Russia. It investigated the effectiveness of using the technique for developing communication skills through radio podcasts among engineering students. The results of pre-test and post-test confirmed the positive dynamics of the development of communication skills through radio podcasts among engineering students of the experimental group. The prospects for further research is that the technique presented in research can be employed in communication skills development among university students of different majors, and can complement engineering education.

Influence of personal characteristics and environmental stressors on mental health for multicultural construction workplaces in Australia

Exposure to various stressors has resulted in a significant problem of mental health among the construction workforce. A culturally intolerant environment may aggravate mental ill health in a multicultural workplace. However, an underlying structural issue that has not been sufficiently addressed to date is the influence the crucial personal characteristics and environmental stressors have on mental health in the multicultural construction environment. This study aims to examine the role of personal characteristics and environmental stressors in construction workers’ mental health in the multicultural environment. Data were collected using an online questionnaire survey from 252 construction workers in Australia. The structural equation modelling (SEM) technique with partial least-squares estimation (PLS) was adopted to analyze the data. Results showed that workers’ mental health is not only influenced by stressors related to the work environment, but also by individual traits. Increased levels of cultural stressors tend to aggravate the adverse effect of work stressors on mental health. Work stressors are more likely to cause mental ill health for the individuals characterized by a higher level of aggressive, competitive, ambiguous, and impulsive personalities; whilst cultural stressors are less likely to cause mental ill health for those individuals. This research offers an innovative perspective on the relationships between crucial person-environment factors and mental health, and informs the practice of work health and safety in the multicultural construction workplace.

Organisational culture and ethnic diversity in nursing homes: a qualitative study of healthcare workers’ and ward nurses’ experiences

BackgroundThe increase in care needs that comes with an ageing population, in combination with a shortage of healthcare workers, has made ethnic diversity among healthcare workers (HCW) an evident reality across many countries. This article aims to explore how a multicultural workplace is experienced, through the accounts of HCWs and leaders in nursing homes.MethodsThis article reports on the findings from qualitative interviews with 16 HCWs and managers from nursing homes in Oslo. The interviews were conducted from August to September 2021. We analysed the data using a reflective thematic analysis informed by a hermeneutic-phenomenological approach.ResultsSix themes emerged from the interview data: (1) understanding diversity through shared norms and multicultural experiences, (2) greater flexibility in a multicultural workforce, (3) challenging traditional norms in a multicultural workforce, (4) language proficiency and exclusionary practices at work, (5) perceptions of the role of the ward nurse, and (6) prejudices among and harassment from patients.ConclusionsTo ensure the effective organisation and wellbeing of HCWs in a multicultural workforce, managers must develop an inclusive organisational culture. They must be able to engage with difficult topics and conflicts that may arise in the working environment.

Investigation of the Experience of Immigrant Nurses in a Diverse Cultural Setting.

Work-related stress (WRS) is one of the most common stressors in healthcare workplace settings. This research study was designed to examine and discuss perceived WRS, job performance, social support, and the desire of immigrant nurses to work in a multicultural workplace. A case research mixed-methodology approach, a quantitative survey, and semistructured qualitative interviews were used in this research study. Three hundred twenty-one respondents were invited, of which 246 (76.6%) returned valid questionnaires. A purposeful sampling technique was used in the qualitative portion of the study. A semistructured interviewing system was used on 20 nurses. "Workload" was the most common traumatic occurrence, whereas "treatment" and "death and dying" were the least common traumatic occurrences. Similarly, the mean of the social support scale, as defined using the McCain and Marklin Social Integration Scale, was moderate to high, suggesting that most of the participants received strong social support from their colleagues. The qualitative research found that the participants faced high pressures related to work and have struggled to acquire cultural skills, while having difficulties meeting their patients' cultural and spiritual needs and sustaining high-quality nursing care. The findings of this study support that immigrant nurses working in the Kingdom of Saudi Arabia are stressed. A significant difference between the qualitative and quantitative results was found. The findings further contribute to our understanding of WRS, social support, job performance, and intention to stay among immigrant nurses in the Kingdom of Saudi Arabia.

Do cultural dimensions influence management style and organizational culture in a multicultural environment? Case study of Northern Cyprus

PurposeThis study examines how cultural dimensions' influence management style and organizational culture in a multicultural environment.Design/methodology/approachThis study adopts a quantitative approach to achieve these objectives, with 270 questionnaires obtained from employees working in a multicultural environment. The resulting data was analyzed using the PLS-SEM statistical approach.FindingsThe study results suggest that organizations should prioritize their integrity using the influence of cultural diversity, management styles, organization culture and social interactivity to achieve different dimensions of human satisfaction.Practical implicationsThe results in general present a statistically significant positive effect of power distance, masculinity/femininity and uncertainty avoidance on organizational culture, indicating that disposition to organizational culture has a significant role in trust development, particularly in diverse cultures.Originality/valueThe influence of organizational culture on organizational performance cannot be ignored in a multicultural workplace, especially when it is related to employee performance and commitment. As the world globalizes, many organizations are facing the challenge of cultural differences. Therefore, it is necessary to examine how cultural dimensions affect management style and organizational culture. As a result, this study further considers the empirical evidence of work engagement and its impact on employee satisfaction.

The Role of Artificial Intelligence on Organisational support Programmes to Enhance work outcome and Employees Behaviour

A computer service's capacity to perceive, reason about, and adapt to the environment is described in Artificial Intelligence, Employee Behavior, and Work Outcomes (AIBEWO). Complex and dynamic settings are no match for computer systems with superior artificial intelligence. To assist supervise their workforce, businesses are adopting AI solutions at a rapid pace. AI's appeal is due to two factors. Large volumes of data (also known as big data) regarding a business's activities are now available to companies, allowing them make highly competitive and successful management choices. Second, AI breakthroughs now allow businesses to gather and analyses this information in real time. Even in the most complicated and dynamic marketplaces, organizations may now integrate the newest updates into their decision-making. Although this is the case, employees who are now being managed and held responsible by AI face new problems. A future in which we all work with artificial intelligence (AI) is predicted. AI solutions are being created that have the ability to minimize prejudices and, as a consequence, allow more open and multicultural workplaces. Computers that can imitate intelligent behavior may not just influence the job we perform; they may also be able to assist decrease unfair discrimination inside companies. Engaged employees are driven and enthusiastic about their work, as per this section. To implement this, the paper gives several things: it provides the fundamental concepts underlying employee engagement, it discusses the factors necessary to ensure that AI encourages employee engagements, and issues of AI control and its impact on employee outcomes such as job satisfaction, meaningfulness, and retention. In this article, we look at the nature of diversity and inclusion (D&I), biases as a barrier to more diverse and inclusive workplaces.

Theorizing to Improve Mental Health in Multicultural Construction Industries: An Intercultural Coping Model

Construction workers are exposed to a range of stressors that lead to mental ill-health. In a multicultural construction workplace, the interactions between workers with different cultural backgrounds may aggravate mental health issues. Existing studies on coping typically focus on a reactive approach to managing stressors in the absence of cultural-related factors. This approach is inadequate in addressing mental health issues in a culturally diverse construction workplace. This paper presents a critical review that synthesizes and analyses theories and models of stress and coping, proactive coping, occupational stress, acculturative stress, and intercultural competence to develop a conceptual model for managing mental health in a multicultural construction workforce. The proposed model relies upon a positive coping mechanism, i.e., intercultural coping, to manage stressful events during the entire coping process in a multicultural workplace, towards achieving sustained good mental health. The proposed conceptual model contributes to the development of coping theories and positive psychology approaches and provides effective coping strategies to enhance psychological well-being in a multicultural context.