Workplace inclusion struggles and consequences on migrant workers—a multi-group invariance analysis

Abstract

Migrant inclusion is a crucial factor in job retention and organizational success. Understanding inclusion struggles enables the hospitality and tourism (H&T) sector to develop interventions to retain migrant workers and enhance organizational integrity. Despite the growing research on the migrant workforce, research on migrant inclusion struggles is limited. This study examines migrant workers’ inclusion struggles at the workplace and the consequences of such struggles on their psychological well-being, (dis)identification, and job performance. It surveys 440 international migrants working in hospitality and tourism (H&T) organizations of a migrant-dependent Chinese Special Administrative Region, Macau, to examine the optimal distinctiveness theory. Overall, it was revealed that the migrants struggle with inclusion but mostly with uniqueness. Also, workplace inclusion has significant consequences on psychological well-being, (dis)identification, and job performance. Inclusiveness’s ability to repress negative workplace attitudes among migrant workers is uncovered. Further measurement invariance tests suggest significant differences among migrant worker sub-groups along demographics with newcomers being the most sensitive to inclusion. We, uniquely, propose policy interventions for addressing migrant inclusion struggles that contribute to achieving inclusivity and decent work (SDG 8.8) by pursuing optimal migrant distinctiveness (OMD).

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