Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor

China–Pakistan Economic Corridor (CPEC), a multibillion-dollar partnered project is considered as a game-changer, as it combines the strategic interests of China and Pakistan that cannot be compromised. The mega-construction project has recently experienced xenophobic incidents involving Chinese and...

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Autores principales:	Umer Zaman, Shahid Nawaz, Mahwish Anjam, Rana Salman Anwar, Muhammad Shahid Siddique
Formato:	article
Lenguaje:	EN
Publicado:	Taylor & Francis Group 2021
Materias:	xenophobia cpec human resource diversity management discrimination prejudice stereotyping Business HF5001-6182 Management. Industrial management HD28-70
Acceso en línea:	https://doaj.org/article/f29e9c391a0c44ea9bba24b44996fd4f
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spelling	oai:doaj.org-article:f29e9c391a0c44ea9bba24b44996fd4f2021-12-02T17:34:49ZHuman resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor2331-197510.1080/23311975.2021.1883828https://doaj.org/article/f29e9c391a0c44ea9bba24b44996fd4f2021-01-01T00:00:00Zhttp://dx.doi.org/10.1080/23311975.2021.1883828https://doaj.org/toc/2331-1975China–Pakistan Economic Corridor (CPEC), a multibillion-dollar partnered project is considered as a game-changer, as it combines the strategic interests of China and Pakistan that cannot be compromised. The mega-construction project has recently experienced xenophobic incidents involving Chinese and Pakistani nationals, creating significant harm towards the CPEC progress and success, especially under enormous geopolitical and economic threats. This sketches our motivation for conducting this research that focused on qualitative design based expert interviews of 8 individuals (i.e., both Chinese and Pakistani nationals) directly associated with CPEC. Drawing on a review of mainstream research, the article constructs a framework to explore the demotions of xenophobic behaviors at workplace and to explore the human resource diversity management (HRDM) practices (including intercultural training and development, flexible compensation, international staffing, work-design, and work–life balance) in coping with xenophobia and its sub-dimensions (including discrimination, prejudice, and stereotyping). Experts based interview findings confirm the presence of xenophobia in the CPEC. We propose a framework of various HRDM practices in managing the xenophobia at workplace, however, it is still in its infancy stage. Hence, the present study introduces a new operating model for future researchers, academicians, and management practitioners to cope with xenophobia based on the practices and insights that were explored during this research.Umer ZamanShahid NawazMahwish AnjamRana Salman AnwarMuhammad Shahid SiddiqueTaylor & Francis Grouparticlexenophobiacpechuman resource diversity managementdiscriminationprejudicestereotypingBusinessHF5001-6182Management. Industrial managementHD28-70ENCogent Business & Management, Vol 8, Iss 1 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	xenophobia cpec human resource diversity management discrimination prejudice stereotyping Business HF5001-6182 Management. Industrial management HD28-70
spellingShingle	xenophobia cpec human resource diversity management discrimination prejudice stereotyping Business HF5001-6182 Management. Industrial management HD28-70 Umer Zaman Shahid Nawaz Mahwish Anjam Rana Salman Anwar Muhammad Shahid Siddique Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
description	China–Pakistan Economic Corridor (CPEC), a multibillion-dollar partnered project is considered as a game-changer, as it combines the strategic interests of China and Pakistan that cannot be compromised. The mega-construction project has recently experienced xenophobic incidents involving Chinese and Pakistani nationals, creating significant harm towards the CPEC progress and success, especially under enormous geopolitical and economic threats. This sketches our motivation for conducting this research that focused on qualitative design based expert interviews of 8 individuals (i.e., both Chinese and Pakistani nationals) directly associated with CPEC. Drawing on a review of mainstream research, the article constructs a framework to explore the demotions of xenophobic behaviors at workplace and to explore the human resource diversity management (HRDM) practices (including intercultural training and development, flexible compensation, international staffing, work-design, and work–life balance) in coping with xenophobia and its sub-dimensions (including discrimination, prejudice, and stereotyping). Experts based interview findings confirm the presence of xenophobia in the CPEC. We propose a framework of various HRDM practices in managing the xenophobia at workplace, however, it is still in its infancy stage. Hence, the present study introduces a new operating model for future researchers, academicians, and management practitioners to cope with xenophobia based on the practices and insights that were explored during this research.
format	article
author	Umer Zaman Shahid Nawaz Mahwish Anjam Rana Salman Anwar Muhammad Shahid Siddique
author_facet	Umer Zaman Shahid Nawaz Mahwish Anjam Rana Salman Anwar Muhammad Shahid Siddique
author_sort	Umer Zaman
title	Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
title_short	Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
title_full	Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
title_fullStr	Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
title_full_unstemmed	Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor
title_sort	human resource diversity management (hrdm) practices as a coping mechanism for xenophobia at transnational workplace: a case of a multi-billion-dollar economic corridor
publisher	Taylor & Francis Group
publishDate	2021
url	https://doaj.org/article/f29e9c391a0c44ea9bba24b44996fd4f
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Human resource diversity management (HRDM) practices as a coping mechanism for xenophobia at transnational workplace: A case of a multi-billion-dollar economic corridor

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