Effective Hr Strategies for Enhancing the Organizational Commitment of HIV-Positive Employees

By Fulford, Mark D.; Rothman, Rachael | Journal of Organizational Culture, Communications and Conflict, January 1, 2007 | Go to article overview

Effective Hr Strategies for Enhancing the Organizational Commitment of HIV-Positive Employees


Fulford, Mark D., Rothman, Rachael, Journal of Organizational Culture, Communications and Conflict


ABSTRACT

The purpose of this paper is to provide insight into the effective management and retention of employees who are HIV-positive. A focus group of employees who were HIV-positive was assembled and asked what HR policies would enhance their organizational commitment. A mail survey was then conducted asking HIV-positive employees to rank and rate the impact of each of the 18 policies resulting from the focus group on their organizational commitment.

Respondents felt that all 18 policies, if implemented by their respective employers, would enhance their organizational commitment. The policies felt to be the most influential relative to the others were ensuring confidentiality and non-discriminatory treatment; both of which can be implemented at little or no cost to the organization.

This paper is one of a handful to address the issue of enhancing the organizational commitment of a specific group of employees; it is also the first, to our knowledge, to specifically address the HIV-positive employee population. It offers something for both academic and practitioner audiences alike.

INTRODUCTION

Since the discovery of the HIV virus and AIDS in the early 1980's, the issue of employing those who are HIV-positive in the hospitality industry and other high-customer- contact service industries has been a controversial one. On the one hand, co-workers and customers have a fear (unwarranted) of becoming infected through casual contact with HIV-positive employees. On the other hand, HIV-positive employees already play a significant role in service organizations, a role which these organizations can no longer afford to ignore. While recognizing that not all HIV-positive individuals are gay or lesbian, a recent Nation's Restaurant News article discussing the employment of gays and lesbians says "hospitality companies must realize that the same gays and lesbians who patronize their businesses also make up an extremely valuable segment of their workforce. Those companies must assure that their workers are treated equitably and given paths to promotion that help reflect the growing diversity of their markets. It's not just profitable; it's good employment practice" (Allen et. al.; p. 20). For those organizations seeking to more effectively manage diversity, increasing the organizational commitment of all employees should be the goal.

ORGANIZATIONAL COMMITMENT

Organizational commitment refers to the psychological state of identifying with and involving oneself with their organization (Angle & Perry, 198 1 ; O'Reilly & Chatman, 1986; Steers, 1977). Research has shown that organizational commitment is positively related to employee retention; simply stated, employees committed to an organization are less likely to leave. Such commitment benefits both employees and organizations. Employees achieve greater job stability; the organizations achieve experienced, motivated workers, higher levels of service quality, and reduced employee turnover costs (Cohen, 2000; Hartline & DeWitt, 2004; Rhoades & Eisenberger, 2002).

While there exists a vast body of literature on alternative sources of labor, and substantial literature on enhancing the organizational commitment of employees in general (see Riketta, 2005), there is relatively little published information on enhancing the commitment of specific employee groups (e.g., women, teens, ethnic minorities, gays) or of alternative labor sources (e.g., seniors, legal immigrants, and the disabled, including HIV-positive employees).

There are several reasons why HIV-positive employees in particular have been neglected in this regard:

* HIV-positive employees are not readily identifiable. Many do not divulge their condition for fear that other employees will react negatively or that they will be terminated by their employer. Thus, it is difficult for researchers to learn much about the employment/management of HIV positive employees. …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

Effective Hr Strategies for Enhancing the Organizational Commitment of HIV-Positive Employees
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Author Advanced search

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.