African Immigrants’ Perceptions of Employee Performance and Organizational Cultural Barriers in Fortune 500 Companies

Abstract

The underemployment of African immigrants and lower job earnings continue to be a problem in the United States. The purpose of this qualitative case study was to explore perceptions of African immigrants regarding their performance and cultural barriers within Fortune 500 companies in Houston, Texas. Research questions explored how African immigrants navigated and adapted to cultural expectations, and how these adaptations influenced their perceptions of job satisfaction and performance. The study was grounded using rational choice theory. Seidman's exploratory case study method was used to analyze the interviews from 12 African immigrants working in Houston. The themes are: 1) cultural misunderstanding, 2) promotion and advancement, 3) workplace inclusion, 4) communication barriers, 5) organizational support, and 6) networking/professional growth. Findings indicated that the organizational culture was significant for African immigrant employees to influence changes in global organizational policies, procedures, and practices. The implications for positive social change include the potential for leaders to improve leadership selection, development, and cultural training to enhance African immigrant employees' job satisfaction and performance in the US.