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The AADERE Model of Progression in the Hospitality and Tourism Industry: an Empirical Study of High-Salaried Black Managers

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The AADERE Model of Progression in the Hospitality and Tourism Industry: an Empirical Study of High-Salaried Black Managers UNLV Theses, Dissertations, Professional Papers, and Capstones 2009 The AADERE model of progression in the hospitality and tourism industry: An empirical study of high-salaried Black managers Ivan Benjamin Turnipseed University of Nevada Las Vegas Follow this and additional works at: https://digitalscholarship.unlv.edu/thesesdissertations Part of the African American Studies Commons, and the Hospitality Administration and Management Commons Repository Citation Turnipseed, Ivan Benjamin, "The AADERE model of progression in the hospitality and tourism industry: An empirical study of high-salaried Black managers" (2009). UNLV Theses, Dissertations, Professional Papers, and Capstones. 175. http://dx.doi.org/10.34917/1385186 This Dissertation is protected by copyright and/or related rights. It has been brought to you by Digital Scholarship@UNLV with permission from the rights-holder(s). You are free to use this Dissertation in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s) directly, unless additional rights are indicated by a Creative Commons license in the record and/or on the work itself. This Dissertation has been accepted for inclusion in UNLV Theses, Dissertations, Professional Papers, and Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact [email protected]. THE AADERE MODEL OF PROGRESSION IN THE HOSPITALITY AND TOURISM INDUSTRY: AN EMPIRICAL STUDY OF HIGH-SALARIED BLACK MANAGERS by Ivan Benjamin Turnipseed Bachelor of Arts Brandeis University 1994 Master of Science New York University 2000 Certificate of Advanced Study New York University 2008 A dissertation submitted in partial fulfillment of the requirements for the Doctor of Philosophy Degree in Hospitality Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada-Las Vegas December 2009 THE GRADUATE COLLEGE We recommend that the dissertation prepared under our supervision by Ivan Benjamin Turnipseed entitled The AADERE Model of Progression in the Hospitality and Tourism Industry be accepted in partial fulfillment of the requirements for the degree of Doctor of Philosophy Bo J. Bernhard, Committee Chair Billy Bai, Committee Member Pearl Brewer, Committee Member Ashok K. Singh, Committee Member Lori J. Olafson, Graduate Faculty Representative Ronald Smith, Ph. D., Vice President for Research and Graduate Studies and Dean of the Graduate College December 2009 ii ABSTRACT The AADERE Model of Progression in the Hospitality and Tourism Industry: An Empirical Study of High-Salaried Black Managers by Ivan B. Turnipseed Dr. Bo J. Bernhard, Dissertation Committee Chair Associate Professor of Hotel Management and Sociology, and Director of Gambling Research University of Nevada, Las Vegas Applying grounded theory methodology and method, this qualitative study uncovers and presents a rich, theoretically expressed understanding of the experience of salaried Black hospitality and tourism professionals who earn at least $100,000 annually. A 13- step customized research process featuring a novel literature review method, which utilizes researcher pre-data collection assumptions as a framework for conceptualizing and processing an unwieldy literature, enhancing post-data analysis, and developing research conclusions, is introduced. Twenty loosely structured, open-ended, and in-depth interviews (12 male) are the singular data collection tool. An exhaustive analysis of participant transcripts resulted in 5,337 co ding in cident s, or coins , and yielded 30 subcategories. Respondents report a wealth of opportunity, guidance, and support and are well respected by the White power structure. But while there is some cause for celebration, there is a lingering fear of being regarded as outsiders striving to fit in and become full citizens of American enterprise. With 1832, 1040, 903, and 826 coins, respectively, discrimination, experience, relationships, and excellence surfaced as the factors most relevant to success. In addition, active awareness materialized as the core concept integrating and explaining the entire iii emergent theory, which is dubbed AADERE (pronounced add-EAR ) and denotes active awareness in discrimination, experience, relationships, and excellence. The AADERE model holds that aspirants must: (1) recognize the pervasiveness of workplace and social discrimination and proactively avoid negative perceptions, (2) appreciate the importance of relevant and broad-based work experience and subject area expertise and focus on developing the same, (3) build and maintain authentic and quality interpersonal relationships, and (4) understand the criticality of excellence in how Blacks present themselves in predominantly White corporate America and constantly achieve distinction in various aspects of job performance. As well, the model articulates the following theoretical propositions: (1) Managerial success increases as active awareness of discrimination, experience, relationships, and excellence increase, (2) The higher the level of active awareness, the less of an issue is discrimination, (3) As active awareness increases, experience, relationships, and excellence increase, and (4) Managing discrimination is the greatest success consideration followed by experience, relationships, and excellence. Ultimately, this study heralds the advent of an exciting area of research as the substantial ground broken uncovers a fresh stream of important and practical inquiry that can positively transform hospitality by helping the powers that be and that could be work together to level the corporate playing field and maximally attract and optimize the profuse talents of diverse individuals. iv TABLE OF CONTENTS ABSTRACT ....................................................................................................................... iii LIST OF TABLES ............................................................................................................. ix ACKNOWLEDGEMENTS ................................................................................................ x CHAPTER 1 INTRODUCTION .................................................................................... 1 Purpose of Study ........................................................................................................... 1 Significance of Study .................................................................................................... 2 $100,000 Rationale ....................................................................................................... 3 Research Stance ............................................................................................................ 7 Progressive Syntax ........................................................................................................ 9 Personal Background .................................................................................................. 10 Academic Background .......................................................................................... 10 Employment Background ..................................................................................... 11 Ableism, Classism, Racism, Ageism, Sexism, Heterosexism, (ACRASH) ......... 12 Personal Struggles and Research Commitment .................................................... 12 Qualitative Perspective ......................................................................................... 13 Revolutionary Aspirations .................................................................................... 14 Research Anticipations ......................................................................................... 14 Research Approach ............................................................................................... 15 Definition of Terms..................................................................................................... 17 CHAPTER 2 LITERATURE REVIEW ....................................................................... 27 Compensation Discrimination Theory ........................................................................ 27 Assumptions ................................................................................................................ 29 Pre-data Collection Assumption #1 ............................................................................ 30 Pre-data Collection Assumption #2 ............................................................................ 47 Pre-data Collection Assumption #3 ............................................................................ 48 Pre-data Collection Assumption #4 ............................................................................ 53 Pre-data Collection Assumption #5 ............................................................................ 57 Pre-data Collection Assumption #6 ............................................................................ 58 Pre-data Collection Assumption #7 ............................................................................ 68 Assumptions Revisited................................................................................................ 73 CHAPTER 3 METHODOLOGY ................................................................................. 76 Sampling ....................................................................................................................
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