Patricia G Martinez

• PhD Management, Organizational Behavior
• Professor at Loyola Marymount University

Purpose This paper examines the complexities of studying Latinos in the United States and proposes a novel framework for understanding Latino experiences in organizations. We emphasize the fact that Latinos are not a monolithic group and highlight the importance of emerging pan-ethnic categories of identification, such as Latinx and Latinidad. We c...

Research on sustainable people management has focused on the macro level, while overlooking methods to implement sustainability at the operational level, specifically, in its employee hiring processes. We argue that when hiring processes assess applicants' sustainability values and behaviors, they determine the degree of values alignment or person-...

Purpose Acts of interpersonal influence are observed throughout organizations, and most typically, in direct supervisor–subordinate relationships. However, researchers have focused less on subordinates bypassing the chain of command and targeting their supervisor's supervisor with influence attempts. We conceptualize a new term, “leapfrogging,” as...

Discussions about leading the twenty-first century workforce must include Hispanics, the largest ethnic group which will account for 80 percent of the U.S.labor force growth in the next four decades. In today’s multicultural context, leading Hispanic employees requires knowledge of cultural values and how these are related to social identity and ac...

Purpose – The purpose of this paper is to examine how employers define overqualification and mismatched qualification and whether they are willing to hire applicants whose educational and work experience credentials do not match job requirements. Design/methodology/approach – This paper draws from qualitative interview data from 24 hiring managers...

Purpose – The purpose of this paper is to present a conceptual model for conducting research on how human resource and hiring managers form impressions of overqualified individuals and how these impressions affect their treatment of overqualified individuals during selection decisions. Design/methodology/approach – Given the central role of psycho...

This study aims to examine how the amount and type of flexibility in work schedule (flextime) and work location (telecommuting) may be related to receiving fewer training and development opportunities. Given that under flextime, employees remain at the work location, while under telecommuting employees are removed from the regular work site and soc...

We integrate the concept of signaling theory to propose that organizations create psychological and legal contracts through their human resource management practices (HRM). Focusing on the strength of the signal generated by HRM practices, we develop a framework for contract creation. Specifically, we define and outline how weak signals generate ps...

This study examines a unique contingent employment relationship—that between tour guides and tour operators in Ecuador. Linkages among tour operators’ HR practices, interactions between operations managers and tour guides, and the tour guides’ attitudes toward both the tour operator and the ultimate tourist-client are investigated. Tour guides are...

Despite the surge in research on the psychological contract over the past two decades, there has been little integrative research that has examined psychological contracts in conjunction with legal contracts. We address this shortcoming by presenting a framework for understanding the differences between psychological contracts and legal contracts i...

We examine the idea that mental models shared among paid and volunteer leaders are associated with improved financial performance in nonprofit organizations. Our empirical analysis of thirty-seven churches yields evidence that organizations are more effective if paid and volunteer leaders have a shared task mental model—that is, if they report simi...

We conducted a study of the explanatory value of demo- graphic predictors for levels of employment law knowledge within the context of the diverse U.S. Hispanic popula- tion. Although research suggests that many individuals in the United States do not have an accurate knowledge of employment laws that affect their everyday work envi- ronment, these...

The objective of this chapter is to examine the contributions of paternalism for analyses of leadership and HRM practices in the Latin American context. In previous research (Martinez, 2003) I conducted a literature review and an initial analysis of semi-structured interviews of Latin American organizational leaders to develop an organization-based...

Despite its persistence as a form of leadership, paternalism has received limited attention within organizational studies. In order to develop a construct definition of paternalism in a contemporary organizational context for this study, a literature review of paternalism is synthesized with qualitative field data collected in Mexican organizations...