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Journal articles on the topic 'Ethnic management'

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Published: 10 December 2022

Last updated: 28 January 2023

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1

Faraby, Muhammad Ersya, and Siti Inayatul Faiza. "Etos Kerja Pedagang Etnis Madura di Pusat Grosir Surabaya Ditinjau Dari Etika Bisnis Islam." Jurnal Ekonomi Syariah Teori dan Terapan 1, no. 3 (December 2, 2015): 178. http://dx.doi.org/10.20473/vol1iss20143pp178-193.

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Natural resources have not been well managed in Madura and the low level of human resources leads to ethnic Madurese communities abroad to obtain a decent life by applying a high work ethic. This research aims to know the work ethic of ethnic Madurese in Central merchant Wholesale Surabaya reviewed from Islamic business ethics.Approach used in this research is qualitative approach to method case study is descriptive. Data done with interview observation and documentation against traders ethnic madura in central wholesale Surabaya. For data advocates derived from data given by centers management wholesale Surabaya. Besides is also study library and literature about ethos work ethnic Madurese and Islamic business ethics.The results obtained are the informants argued most of the Madurese ethnic merchants in wholesale center Surabaya interpret and apply the Madurese ethnic work ethic that is hard work and wander, as well as in implementing the work ethic they comply with Islamic business ethics.

2

Lam, Newman M. K., and James MacGregor. "Influence of ethnic values on public sector performance management." Asian Education and Development Studies 7, no. 2 (April 9, 2018): 234–50. http://dx.doi.org/10.1108/aeds-06-2017-0056.

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Purpose The purpose of this paper is to examine whether deeply rooted ethnic values persist in public administration in spite of strong foreign influence in education and administrative culture. Design/methodology/approach This paper presents the theories and concepts on ethnic values, in particular Chinese and Canadian administrative values in order to examine their differences. Victoria of Canada and Hong Kong of China, both former British colonies, have been selected as the study sites due to their similarity in British education and administrative culture. Comparable samples of human subjects were drawn from the public sectors of Hong Kong and Victoria, who were either students or graduates of a master of public administration program. A questionnaire containing questions on program evaluation and staff promotion was administered to participants. Findings The survey results show that, while organizations may have similar administrative systems and cultures, employees revert to their ethnic values for matters concerning their immediate well-being – staff promotion in this case. The findings also suggest that employees endorse good practices and reject bad ones more often than they believe their organizations do. Research limitations/implications The purpose of this study is to examine whether lengthy foreign influence can change deeply rooted ethnic culture. The research results are not aimed at and may not be relevant to explaining a current situation. Practical implications The research findings may help improve public administration, in particular regarding issues of human resources management. Social implications The research findings may provide a better understanding of social behavior in the work place. Originality/value This paper contains original data for a comparative analysis that appears to have never been done before. It provides empirical proof that deeply rooted ethnics values are very difficult to change in spite of a long history of foreign influence.

3

Bennett, PhD, DeeDee M. "Diversity in emergency management scholarship." Journal of Emergency Management 17, no. 2 (March 1, 2019): 148. http://dx.doi.org/10.5055/jem.2019.0407.

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Women and racial/ethnic minorities have long been underrepresented in the field of emergency management. This is true for both practice and research. The lack of women and racial/ethnic minorities in the profession and their perceived absence in research or scholarly study may have impacts on the effectiveness of response and recovery efforts as well as the broader scientific knowledge within the field. Historically, women and racial/ethnic minority communities have disproportionately experienced negative impacts following disasters. Earlier related studies have pointed to the underrepresentation as a contributing factor in community vulnerability. The scarcity of women in practice and as students in this field has been particularly evident in the United States. Using data from a recent survey of emergency management programs nationwide, this article reviews the concerns in research with regards to women and ethnic minority communities during disasters, efforts to increase representation of these groups in the field, and discusses the implications for practice, policy, and future research. The findings show that women have a strong presence in emergency management programs nationwide, and while specific data on racial and ethnic minorities are lacking, the observed increases reported in this article encourages further study.

4

Tate, Colleen Wedderburn. "Ethnic lessons." Nursing Management 5, no. 1 (April 1998): 5. http://dx.doi.org/10.7748/nm.5.1.5.s6.

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5

Moxon-Browne, Edward. "The territorial management of ethnic conflict." International Affairs 70, no. 3 (July 1994): 544. http://dx.doi.org/10.2307/2623740.

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6

Halder, Rebat M., and Georgianna M. Richards. "Management of dyschromias in ethnic skin." Dermatologic Therapy 17, no. 2 (June 2004): 151–57. http://dx.doi.org/10.1111/j.1396-0296.2004.04015.x.

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7

Khan, J. M. "Management of hypertension in ethnic minorities." Heart 91, no. 8 (August 1, 2005): 1105–9. http://dx.doi.org/10.1136/hrt.2004.044560.

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8

Simoncini, T. "14 ETHNIC DIFFERENCES IN MENOPAUSE MANAGEMENT." Maturitas 71 (March 2012): S3—S4. http://dx.doi.org/10.1016/s0378-5122(12)70018-x.

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9

Ditan, Carolina D. "Selected Filipino-Chinese small-medium entrepreneur communication management practices in the Philippines." Jurnal Studi Komunikasi (Indonesian Journal of Communications Studies) 6, no. 2 (August 1, 2022): 453–72. http://dx.doi.org/10.25139/jsk.v6i2.4869.

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Chinese entrepreneurial activities diaspora in Southeast Asia have received ample attention in academic debates. This academic attention is related to an impressive business presence of ethnic Chinese companies in the region, which seek explanations. Several works of literature have emerged arguing that because of specific cultural traits (personal networks, ethnic affinity, and Confucian Work Ethics), ethnic Chinese businesses function successfully in their new home countries and business contacts across borders. This study aims to describe the communication management practices of Filipino-Chinese Small Medium Enterprises (SME) entrepreneurs in terms of planning, leadership, organising and control. The method used in this study is phenomenology with data collection using interviews with six respondents and three Philippine government officials. The conclusion of this study shows that in terms of risk behaviour, the Filipino-Chinese entrepreneurs had a positive outlook by believing that taking risks is one key factor in business success.

10

Hennekam, Sophie, Sabine Bacouel-Jentjens, and Inju Yang. "Ethnic diversity management in France: a multilevel perspective." International Journal of Manpower 40, no. 1 (April 1, 2019): 120–34. http://dx.doi.org/10.1108/ijm-10-2017-0272.

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Purpose The purpose of this paper is to present a case study of the multilevel factors that influence the way in which an organization approaches ethnic diversity management in France. Syed and Özbilgin’s (2009) relational framework was adopted to understand and contextualize ethnic diversity management in a car manufacturing company in France. Design/methodology/approach In total, 37 semi-structured in-depth interviews with employees of different hierarchical levels in a French organization have been conducted and analyzed using the Gioia method. Findings The findings show that the lack of clear laws and the universal citizenship model on macro-level coupled with the gendered industry and superficial engagement with ethnic diversity on meso-level overlooks the difficult situation of ethnic minorities in the workplace, especially women. However, the findings also stress that it is on individual level that resilience and agency can be expressed, which means that despite the perceived barriers on societal and organizational level, ethnic minorities are motivated to improve the way they are treated in organizations. Originality/value Ethnic minorities are an understudied dimension of diversity management in organizations. The findings underscore the importance of the intersection of ethnicity and gender as this affects the career development possibilities and daily work experience of ethnic minority women.

11

Neuman, Emma. "Ethnic concentration and economic outcomes of natives and second-generation immigrants." International Journal of Manpower 37, no. 1 (April 4, 2016): 157–87. http://dx.doi.org/10.1108/ijm-06-2014-0136.

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Purpose – The purpose of this paper is to investigate the link between childhood neighbourhood ethnic composition and short- and long-run economic outcomes of second-generation immigrants and natives in Sweden. Design/methodology/approach – The author uses Swedish longitudinal register data and apply regression analysis methods to investigate the correlation between three ethnic neighbourhood variables(share of immigrants, share of immigrants with the same ethnic background and share of immigrants with other descent) in childhood with short- and long-run economic outcomes (earnings, unemployment, reliance on social assistance and educational attainment). Findings – The results show that second-generation immigrants raised in immigrant-dense neighbourhoods have a lower probability to continue to higher education, whereas, their earnings, unemployment and social assistance tendencies are unaffected. On the contrary, natives’ earnings and educational attainment are negatively correlated with, and the probability of social assistance and unemployment are positively associated with a high immigrant concentration. Moreover, the social assistance and unemployment of non-Nordic second-generation immigrants appears to be negatively correlated with the neighbourhood share of co-ethnics and positively correlated with the neighbourhood proportion of other ethnic groups. Overall, the author finds that the results are very similar in the short and long run. Originality/value – This paper expands the literature on children and ethnic segregation and in contrast to earlier research in this context, it focuses on second-generation immigrants and their performance in comparison to natives. This study contributes to this research area by investigating a large variety of outcomes, looking at both immigrant, own ethnic group and other ethnic group concentration and including both short- and long-run correlations.

12

Poteet, Gaye W. "Ethnic Diversity." JONA: The Journal of Nursing Administration 16, no. 3 (March 1986): 6???8. http://dx.doi.org/10.1097/00005110-198603000-00002.

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13

Jon Russell, I. "Ethnic Differences in Responses to Pain Management." Journal of Musculoskeletal Pain 19, no. 1 (January 2011): 5–7. http://dx.doi.org/10.3109/10582452.2010.544444.

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14

Aigner, Petra. "Ethnic Diversity Management In Theory And Practice." Journal of Diversity Management (JDM) 9, no. 2 (November 21, 2014): 111–20. http://dx.doi.org/10.19030/jdm.v9i2.8976.

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15

Campbell, Claudia M., and Robert R. Edwards. "Ethnic differences in pain and pain management." Pain Management 2, no. 3 (May 2012): 219–30. http://dx.doi.org/10.2217/pmt.12.7.

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16

Ayoade, John A. A. "Ethnic Management in the 1979 Nigerian Constitution." CrossRef Listing of Deleted DOIs 16, no. 2 (1986): 73. http://dx.doi.org/10.2307/3330204.

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17

Mackey, R. A., and B. A. O'Brien. "Marital Conflict Management: Gender and Ethnic Differences." Social Work 43, no. 2 (March 1, 1998): 128–41. http://dx.doi.org/10.1093/sw/43.2.128.

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18

Coakley, John. "Introduction: The territorial management of ethnic conflict." Regional Politics and Policy 3, no. 1 (March 1993): 1–22. http://dx.doi.org/10.1080/13597569308420856.

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19

Filimonau, Viachaslau, Vu Ngoc Nghiem, and Ling-en Wang. "Food waste management in ethnic food restaurants." International Journal of Hospitality Management 92 (January 2021): 102731. http://dx.doi.org/10.1016/j.ijhm.2020.102731.

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20

Posthuma, Richard A. "Managing ethnic conflicts." International Journal of Conflict Management 22, no. 1 (February 15, 2011): 5–9. http://dx.doi.org/10.1108/10444061111103599.

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21

Ossenkop, Carolin, Claartje J. Vinkenburg, Paul G. W. Jansen, and Halleh Ghorashi. "Ethnic diversity and social capital in upward mobility systems." Career Development International 20, no. 5 (September 14, 2015): 539–58. http://dx.doi.org/10.1108/cdi-12-2013-0148.

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Purpose – The purpose of this paper is to contribute to a better understanding of the complex relationship between ethnic diversity, social capital, and objective career success in upward mobility systems over time. The authors conceptualize the underlying process of why intra-organizational career boundaries are more permeable for dominant ethnics compared to minority ethnics. Design/methodology/approach – The authors conceptually explore and model this relationship by elaborating on three mechanisms of social capital return deficit proposed by Lin (2000), building the argument based on four underlying principles (stereotype fit, status construction, homophily, and reciprocity). Findings – Based on a proposed reciprocal relationship between social capital and objective career success, the authors suggest the development of an upward career spiral over time, which is continuously affected by ethnic group membership. Consequently, the authors argue that dominant ethnics do not only advance to a higher level of objective career success, but that they also advance exponentially faster than minority ethnics. Research limitations/implications – The conceptualization provokes the question to what extent the permeability of intra-organizational boundaries constrains careers of some, while enabling careers of others. Originality/value – The contribution lies in the exploration of the relationship between social capital and objective career success over time, of the permeability of intra-organizational career boundaries, and how both are affected by ethnic group membership.

22

Нavryliuk, Alla Mykhailіvna. "ARCHETYPE OF UKRAINIAN ETHNIC TURISM IN SYMBOLIC CONTEXT OF LOCAL IDENTITY: MANAGEMENT ASPECT." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 14 (June 16, 2018): 75–86. http://dx.doi.org/10.31618/vadnd.v1i14.100.

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The article is devoted to the study of the management aspects of the influence of archetypal components of Ukrainian ethnics on the process of formation of the collective local identity of the population living on a certain territory. The emphasis is placed on the fact that the archetype of the place influences the peculiarities of development of tourism varieties in Ukraine. Ukrainian ethnic tourism is singled out as one of the popular domestic resources of the country’s promotion, which is “tied” to the authentic indigenous traditions of the people. It is specified that the specificity of Ukrainian ethnic tourism lies in its polyculture and is manifested through such varieties as: rural ecological, religious, pilgrimage, festival, ethnographic, cultural and cognitive, extreme, event and other types of tourism, which are clearly reflected in the symbolic contexts of local identity. The emphasis is on the timely introduction of the definition of “ethno tourism” in the legal field of tourism. An importance of participation of the local community in the formation of principles of collective local identity is illustrated through the work of the Dnipro Development Agency Public Utility Company in Dnipro. The original procedure of cross-links that determine the interdependence of peculiarities of formation of collective local identity from the mental archetype of the population on some areas of the administrative-territorial unit is presented. We determined the directions of activity of local government bodies in the process of public-private partnership with the representatives of business and the public, among which: creation of conditions for the recognition of the heredity of the traditions of the population of the territory; organization and conduct of socio-educational, moral and spiritual, cultural and cognitive events, that unite the ethnic community; development and implementation of socio-economic and cultural historical programs of the territory development etc. The conclusion is drawn that the Ukrainian mental archetype is formed under the influence of socio-political, cultural and historical development of the Ukrainian state. Its current stage is under the influence of Ukrainian ethnic Renaissance, which determines modern vectors of the development of domestic tourism through Ukrainian ethnic tourism, which is based on the values of Ukrainian ethno-geocultural phenomenon.

23

Karolak-Michalska, Magdalena. "The Role of Securitization of National and Ethnic Minorities in the Management of Ethno-Politics in Eastern European Countries." International Journal of Contemporary Management 19, no. 2 (2020): 71–95. http://dx.doi.org/10.4467/24498939ijcm.20.006.12671.

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Background. The increase in the complexity of the social and political situation of Eastern European countries raises questions about securitization of national and ethnic minorities and its impact on the management of ethno-politics in the countries of the subregion. Ethnopolitical management corresponds to the security of the subregion. Research interest in securitization of minority affairs is current, especially after the annexation of Crimea in 2014. Research aims. The purpose is to define the role of securitization of national and ethnic minorities issues in the management of ethno-politics in Eastern European countries. The research area encompasses: Belarus, Republic of Moldova and Ukraine. The author asks the following research questions: 1) What are the areas of securitization of the issues of national and ethic minorities concerned? 2) How does the securitization of the issues of national and ethnic minorities take place? 3) How does the securitization affect the process of ethnopolitical management in the studied countries? Methodology. An interdisciplinary research approach was applied, integrating methods from political science, international relations and management. The conclusions from author’s own research carried out during foreign study trips in the years 2014–2017 were used. The literature has an interdisciplinary aspect. The realization of the goal is based on the application of a catalogue of research methods, including in detail, the following methods are mainly used in the research: system analysis; comparative method; behavioral method; a qualitative approach was also used in the realized research. The article uses the method of critical analysis of literature, where the concept of securitization is referred to. Key findings. The role of securitization of national and ethnic minorities in the management of ethnopolitics in the countries of Eastern Europe is diversified (it concerns different minorities and different areas). Uncontrolled may lead to deepening of the subregion’s security crisis (inter alia, to ethnopolitical conflicts), hindering the process of ethnopolitical management.

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Moges, Zewiddu Teshome. "Management of ethnic conflict in Ethiopia: The case of Amhara and Oromo ethnic groups." Journal of Law and Conflict Resolution 12, no. 2 (December 31, 2021): 25–33. http://dx.doi.org/10.5897/jlcr2021.0335.

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25

Bhalla, Ajay, Joseph Lampel, Steven Henderson, and David Watkins. "Exploring alternative strategic management paradigms in high-growth ethnic and non-ethnic family firms." Small Business Economics 32, no. 1 (July 6, 2007): 77–94. http://dx.doi.org/10.1007/s11187-007-9064-z.

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26

Kurnia, Vera, Dewi Suza, and Yesi Ariani. "EXPERIENCE OF BARRIERS TO HYPERTENSION MANAGEMENT IN MINANGKABAU ETHNIC GROUP IN PAYAKUMBUH INDONESIA: A PHENOMENOLOGICAL STUDY." Belitung Nursing Journal 4, no. 2 (May 11, 2018): 154–60. http://dx.doi.org/10.33546/bnj.313.

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Background: Understanding barriers to hypertension managements remains important to reduce the hypertension rate in community. Minangkabau is one of the ethnic groups in West Sumatra Indonesia that has a high proportion of people with hypertension although its management has been implemented.Objective: This study aims to explore the experiences of barriers to hypertension management in Minangkabau ethnic group in Payakumbuh, Indonesia.Methods: This was a phenomenological study with twelve respondents selected using purposive sampling. Data were collected using in-depth interview. Colaizzi’s content analysis method was used for data analysis.Results: Five themes were emerged from the data, namely: (i) lack of self-motivation in the management of hypertension, (ii) disobedience in the management of hypertension, (iii) culture pattern of food intake, (iv) lack of social support, and (v) excessive stress and anxiety.Conclusions: The barriers to hypertension management in Minangkabau ethnic group are closely related to its culture both in lifestyle and in food intake of the family members and the community. Nurses are expected toalways give health education about hypertension and finding the way to control it.

27

Reyntjens, Filip. "Institutional Engineering, Management of Ethnicity, and Democratic Failure in Burundi." Africa Spectrum 51, no. 2 (August 2016): 65–78. http://dx.doi.org/10.1177/000203971605100204.

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This article argues that constitutional engineering along consociational lines in Burundi – explicitly accommodating ethnicity rather than attempting to suppress it – was instrumental in reducing the political role of ethnicity, but that other endogenous and exogenous factors also played a role. After surveying developments since 1988, this article focuses on the 2005 polls. The outcome of the parliamentary elections suggests that the “disappearance of the ethnic factor,” extolled by many at the time, was achieved by constitutional constraints rather than by social or political dynamics. Nevertheless, with regard to the country's most important and lethal historical problem, the ethnic divide, constitutional engineering has proved hugely effective. Burundi's main cleavage is now between (and within) parties rather than ethnic groups, and when violence occurs it is political rather than ethnic. Burundi's current crisis is therefore not a failure of consociationalism but of democracy.

28

Pirani, M. "Ethnic Pay Differentials." Management Research News 11, no. 1/2 (January 1988): 23. http://dx.doi.org/10.1108/eb027939.

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Deslippe, Dennis. "“We Must Bring Together a New Coalition”: The Challenge of Working-Class White Ethnics to Color-Blind Conservatism in the 1970s." International Labor and Working-Class History 74, no. 1 (2008): 148–70. http://dx.doi.org/10.1017/s0147547908000227.

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AbstractThis essay examines working-class white ethnics' rejection of middle-class suburbanite notions of racial innocence, meritocratic individualism, and idealized equality in post-Civil Rights America. Most scholarly attention on white ethnics has tended to dwell on well-documented racism or on their crass embrace of programs earned by others' hard-fought activism (a kind of “me-tooism”). I argue that these interpretations do not adequately capture the complex and often contradictory expressions of “ethniclass” identity in a decade characterized by working-class revolt, backlash, and retreat. I focus on white ethnic leaders allied with the National Center for Urban Ethnic Affairs (headed by civil rights veteran Msgr. Geno Baroni); seizing on the capacious definition of “disadvantage” common in the early 1960s, they worked with African Americans and others for increased job training, formed coalitions with organized labor, and lobbied for expanded affirmative action. As they stumbled to construct an economic vision beyond the fading deindustrializing cities from which mainstream liberals seemed disconnected with their version of “rights consciousness,” ethnic leaders articulated positions based on an unwieldy mix of principle and parochialism that defies easy generalization. Given the waning of the white ethnic movement by the late 1970s, their significance lies less in legislative or policy gains and more in their imprint on civic and popular discourse in a period where, despite its powerful effects in the corridors of power, color-blind conservatism fails to capture the views of a majority of white Americans today.

30

Tao, Changjiang, Songshan (Sam) Huang, and Graham Brown. "The Impact of Festival Participation on Ethnic Identity: The Case of Yi Torch Festival." Event Management 24, no. 4 (May 8, 2020): 527–36. http://dx.doi.org/10.3727/152599519x15506259856156.

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This study examines the impact of ethnic festival participation on community members' ethnic identity. Applying the Multigroup Ethnic Identity Measure (MEIM) in a questionnaire survey administered to the Yi ethnic community members attending a Yi Torch Festival in Sichuan Province, China, the study identifies that the festival attendees' ethnic identity is reflected in two dimensions: ethnic identity commitment and ethnic identity exploration. Independent sample t tests show that there is no difference of ethnic identity commitment between the performers' group and the spectators' group in the festival; however, performers as active participants of the festival score much higher on ethnic identity exploration than spectators. Practical festival management implications are discussed. This study has the following contributions. First, it validated the dimensionality and measurement stability of MEIM, in the context of ethnic festivals. Second, this study extends the application of MEIM from the fields of anthropology and ethnology to festival studies. This is the first study applying MEIM in festival research. It demonstrates the applicability of the MEIM scale in studying ethnic festivals. Lastly, this study expanded the knowledge on the relationship between festival participation and ethnic identity. It evidenced through empirical analysis that active participation in ethnic festivals by ethnic community members can effectively contribute to the ethnic identity of the community members, especially on the exploration dimension of ethnic identity.

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Bradford, James M., Tatiana C. P. Cardenas, Allison Edwards, Tye Norman, Pedro G. R. Teixeira, Joseph J. DuBose, Marc D. Trust, James M. Kempema, Sadia Ali, and Carlos V. R. Brown. "Racial and Ethnic Disparities in Prehospital Pain Management." Journal of the American College of Surgeons 235, no. 5 (October 17, 2022): S294. http://dx.doi.org/10.1097/01.xcs.0000895316.65134.1b.

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Salim, Luthfi, and Idrus Ruslan. "Muakhi culture as ethnic conflict management in Lampung." Jurnal Sosiologi Dialektika 16, no. 2 (August 27, 2021): 117. http://dx.doi.org/10.20473/jsd.v16i2.2021.117-128.

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The transmigration program forms Lampung society to be multicultural that easily triggers the emergence of ethnic conflicts. In Lampung, it has unexpectedly formed enclaves that cause migrants and local people to not be integrated so that there is polarization and an economic gap between migrants and local people. This is because the economy of migrants advances which causes social jealousy. This study aimed to explain muakhi as conflict management from pre-conflict to post-conflict. This study was qualitative research with phenomenology and multiple case approaches. The research data were obtained by in-depth interviews. The results of this study are first, muakhi in pre-conflict management is managed by the traditional leaders to conduct deliberation and agreement. Second, muakhi in post-conflict management is managed and controlled by all elements of the community. The village officers, traditional leaders, religious leaders, community leaders, or mass organizations remind each other by means of cooperation with the conflicting parties. This study concluded that muakhi is able to create social and media integration and a forum for creating peace in accordance with the values and norms in the lives of the community.

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Wilkie, Gianna L., and Colleen M. Harrington. "Racial and Ethnic Inequities in Pre-eclampsia Management." American Journal of Obstetrics and Gynecology 226, no. 1 (January 2022): S622—S623. http://dx.doi.org/10.1016/j.ajog.2021.11.1025.

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Larkin, G. L. "Ethnic Differences in the Home Management of Poisonings." Academic Emergency Medicine 10, no. 5 (May 1, 2003): 517—b—518. http://dx.doi.org/10.1197/aemj.10.5.517-b.

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COHEN, FRANK S. "Proportional Versus Majoritarian Ethnic Conflict Management in Democracies." Comparative Political Studies 30, no. 5 (October 1997): 607–30. http://dx.doi.org/10.1177/0010414097030005004.

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Kyriacou, Andreas P. "Functional, Overlapping, Competing, Jurisdictions and Ethnic Conflict Management." Kyklos 59, no. 1 (February 2006): 63–83. http://dx.doi.org/10.1111/j.1467-6435.2006.00320.x.

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Chung, Ming-Lun. "Managing Chineseness: Identity and Ethnic Management in Singapore." Asian Education and Development Studies 8, no. 4 (October 7, 2019): 536–38. http://dx.doi.org/10.1108/aeds-10-2019-187.

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Wadhwa, Sonal D., and Eve J. Higginbotham. "Ethnic differences in glaucoma: prevalence, management, and outcome." Current Opinion in Ophthalmology 16, no. 2 (April 2005): 101–6. http://dx.doi.org/10.1097/01.icu.0000156137.28193.48.

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Grimes, Pearl E. "Management of Hyperpigmentation in Darker Racial Ethnic Groups." Seminars in Cutaneous Medicine and Surgery 28, no. 2 (June 2009): 77–85. http://dx.doi.org/10.1016/j.sder.2009.04.001.

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Reyes, Angel M., and Jeffrey N. Katz. "Racial/Ethnic and Socioeconomic Disparities in Osteoarthritis Management." Rheumatic Disease Clinics of North America 47, no. 1 (February 2021): 21–40. http://dx.doi.org/10.1016/j.rdc.2020.09.006.

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Mossey, Jana M. "Defining Racial and Ethnic Disparities in Pain Management." Clinical Orthopaedics and Related Research® 469, no. 7 (January 20, 2011): 1859–70. http://dx.doi.org/10.1007/s11999-011-1770-9.

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Forney, Judith C., and Nancy J. Rabolt. "Ethnic Identity: Its Relationship to Ethnic and Contemporary Dress." Clothing and Textiles Research Journal 4, no. 2 (March 1986): 1–8. http://dx.doi.org/10.1177/0887302x8600400201.

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Daminov, Ildar. "Reassessing classification of Kazakhstan’s ethnic management model: A comparative approach." Journal of Eurasian Studies 11, no. 2 (June 9, 2020): 133–43. http://dx.doi.org/10.1177/1879366520925337.

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Abstract:

Kazakhstan’s model of ethnic management is often classified as a typical example of national identity-building. Kazakhstani politicians and media, however, prefer to refer to it as their unique third way. The article attempts to disprove both these claims. It argues that Kazakhstan merely uses two different ethnic management approaches—national identity-building and hegemonic exchange. The article tests this hypothesis by conducting a comparative analysis of various theoretical approaches to ethnic management and applying them to Kazakhstan. Furthermore, it explains what this dual approach means in terms of operationality by outlining the key challenges the model faces. The final section of the article summarizes its findings and provides recommendations.

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Kenny, Etlyn J., and Rob B. Briner. "Increases in salience of ethnic identity at work: The roles of ethnic assignation and ethnic identification." Human Relations 66, no. 5 (February 20, 2013): 725–48. http://dx.doi.org/10.1177/0018726712464075.

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Yang, Li, Geoffrey Wall, and Stephen L. J. Smith. "Ethnic tourism development:." Annals of Tourism Research 35, no. 3 (July 2008): 751–71. http://dx.doi.org/10.1016/j.annals.2008.06.005.

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Amoamo, Maria T. "Authenticating ethnic tourism." Annals of Tourism Research 38, no. 3 (July 2011): 1197–99. http://dx.doi.org/10.1016/j.annals.2011.04.006.

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Quintana-García, Cristina, Macarena Marchante-Lara, and Carlos G. Benavides-Chicón. "Boosting innovation through gender and ethnic diversity in management teams." Journal of Organizational Change Management 35, no. 8 (June 21, 2022): 54–67. http://dx.doi.org/10.1108/jocm-05-2021-0137.

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PurposeThis study investigates the link between diversity in management and CEO positions and firm innovation. The purpose of this paper is to examine the effect that women and ethnic diversity in management and CEO positions have on the development of outstanding innovation in firms.Design/methodology/approachThis paper conducts an empirical analysis to investigate these relationships over time using a large panel database of 1,345 publicly US traded firms.FindingsResults revealed that gender and ethnic diversity at all levels of management exhibited a robust positive association with superior innovation competence. This finding remains robust when alternative proxies for innovation are employed. In contrast, the authors found that women and ethnic minorities at the CEO level had no significant influence.Originality/valueConsidering an output measure of innovation, the authors explore the effect of gender and ethnic minority groups in management positions as well as at the CEO level, rather than focusing only on top management teams or board of directors. The authors offer new practical insights regarding the manager selection process that are also useful to support public policy initiatives.

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Chaganti, Radba, and Patricia G. Greene. "Who Are Ethnic Entrepreneurs? A Study of Entrepreneursapos; Ethnic Involvement and Business Characteristics." Journal of Small Business Management 40, no. 2 (April 2002): 126–43. http://dx.doi.org/10.1111/1540-627x.00045.

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Wilson, Peter. "Ethnic Communities in Business." International Small Business Journal: Researching Entrepreneurship 3, no. 2 (April 1985): 76–77. http://dx.doi.org/10.1177/026624268500300207.

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Uysal, Muzaffer, and Joseph T. O'Leary. "Ethnic marketing — city trip." Tourism Management 10, no. 2 (June 1989): 169–73. http://dx.doi.org/10.1016/0261-5177(89)90059-9.

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