While we had representation of African American Hispanic Native American and

While we had representation of african american

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While we had representation of African American, Hispanic, Native American, and Asian American pro- fessionals in our sample, the number of participants in the latter two categories was relatively low. Our results did not indicate any significant differences in the effect of the predictors on outcomes between members from different ethnic groups. Research assessing possible differences in attitudinal differences among ethnic groupshasbeenlimited.AstheUSworkforcebecomes increasingly diverse, knowledge about the unique concerns of different groups, if any, will facilitate effective organizational diversity management strategies. Taken together, the results suggest that members of underrepresented groups in the USA, particularly African Americans, are highly attuned to the diversity climate of their employing organizations. It also appears that there are attitudinal and perhaps beha- vioral consequences to organizations’ (lack of) ful- fillment of diversity promises. Organizations that seek the competitive advantage of the most highly com- petentandqualifiedworkforceshouldpayattentionto the organizational climate experienced by the diverse members of their workforces. Our findings clearly suggest that the explicit consideration of creating and maintaining a positive diversity climate as a compo- nent of organizational climate will be especially important for retaining committed professionals from underrepresented groups. Note 1 We thank an anonymous reviewer for suggesting this possibility. References Aiken, L. S. and S. G. West: 1991, Multiple Regression: Testing and Interpreting Interactions (Sage, Newbury Park, CA). Aryee, S., Z. X. Chen, L. Sun and Y. A. Debrah: 2007, ‘Antecedents and Outcomes of Abusive Supervision: Test of a Trickle-Down Model’, The Journal of Applied Psychology 92 , 191–201. doi: 10.1037/0021-9010.92. 1.191 . Association to Advance Collegiate Schools of Business International: 2005, Pocket Guide to Business Schools (Tampa, FL). Baron, R. M. and D. A. Kenny: 1986, ‘The Moderator- Mediator Variable Distinction in Social Psychology Research: Conceptual, Strategic, and Statistical The Impact of Diversity Promise Fulfillment 515
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Considerations’, Journal of Personality and Social Psy- chology 51 , 1173–1182. doi: 10.1037/0022-3514.51.6. 1173 . Bernal, M. E., G. P. Knight, K. A. Ocampo, C. A. Garza and M. K. Cota: 1990, ‘The Development of Ethnic Identity in Mexican-American Children’, Hispanic Journal of Behavioral Sciences 12 , 3–24. doi: 10.1177/ 07399863900121001 . Bies, R. and J. S. Moag: 1986, ‘Interactional Justice: Communication Criteria for Fairness’, in B. Sheppard (ed.), Research on Negotiation in Organizations , Vol. 1 (JAI, Greenwich, CT), pp. 43–55. Blau, P. M.: 1964, Exchange and Power in Social Life (Wiley, New York, NY). Cammann, C., M. Fichman, D. Jenkins and J. Klesh: 1979, The Michigan Organizational Assessment Questionnaire , Unpublished manuscript (University of Michigan, Ann Arbor).
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