Article1995

A FIELD SURVEY OF FACTORS AFFECTING THE ADOPTION AND PERCEIVED SUCCESS OF DIVERSITY TRAINING

329 citations0/0 files storedPersonnel Psychology

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Human Resource Development and Performance Evaluation Social and Intergroup Psychology Gender Diversity and Inequality

Abstract

Seven hundred and eighty‐five human resource professionals responded to a questionnaire about diversity issues in their organizations. Analyses were conducted to determine the factors associated with (a) adoption of diversity training and (b) perceived training success. Results revealed that both training adoption and perceived training success were strongly associated with top management support for diversity. In addition, training adoption was associated with large organizational size, positive top management beliefs about diversity, high strategic priority of diversity relative to other competing objectives, presence of a diversity manager, and existence of a large number of other diversity‐supportive policies. Perceived training success was also associated with mandatory attendance for all managers, long‐term evaluation of training results, managerial rewards for increasing diversity, and a broad inclusionary definition of diversity in the organization. Suggestions for future research are offered.

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References

1993Handbook of industrial and organizational psychology 1988TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH 1992Being Different: Relational Demography and Organizational Attachment 1971Managerial Behavior, Performance, and Effectiveness.1993SELLING ISSUES TO TOP MANAGEMENT 1983JOB SATISFACTION: ARE ALL THE PARTS THERE?1986A cumulative study of the effectiveness of managerial training.1973Law, Society and Industrial Justice.

Cited by

2006Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies 2003Recent Research on Team and Organizational Diversity: SWOT Analysis and Implications 2007Organizational Predictors of Women on Corporate Boards 2004Developing Intercultural Sensitivity: An Integrative Approach to Global and Domestic Diversity 2007Bridging faultlines by valuing diversity: Diversity beliefs, information elaboration, and performance in diverse work groups.2016A meta-analytical integration of over 40 years of research on diversity training evaluation.

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