100%(1)1 out of 1 people found this document helpful
This preview shows page 15 - 17 out of 19 pages.
While we had representation of African American,Hispanic, Native American, and Asian American pro-fessionals in our sample, the number of participants inthe latter two categories was relatively low. Our resultsdid not indicate any significant differences in the effectof the predictors on outcomes between members fromdifferent ethnic groups. Research assessing possibledifferences in attitudinal differences among ethnicgroupshasbeenlimited.AstheUSworkforcebecomesincreasingly diverse, knowledge about the uniqueconcerns of different groups, if any, will facilitateeffective organizational diversity management strategies.Taken together, the results suggest that members ofunderrepresented groups in the USA, particularlyAfrican Americans, are highly attuned to the diversityclimate of their employing organizations. It alsoappears that there are attitudinal and perhaps beha-vioral consequences to organizations’ (lack of) ful-fillment of diversity promises. Organizations that seekthe competitive advantage of the most highly com-petentandqualifiedworkforceshouldpayattentiontothe organizational climate experienced by the diversemembers of their workforces. Our findings clearlysuggest that the explicit consideration of creating andmaintaining a positive diversity climate as a compo-nent of organizational climate will be especiallyimportant for retaining committed professionals fromunderrepresented groups.Note1We thank an anonymous reviewer for suggestingthis possibility.ReferencesAiken, L. S. and S. G. West: 1991,Multiple Regression:Testing and Interpreting Interactions(Sage, NewburyPark, 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 AppliedPsychology92, 191–201. doi:10.1037/0021-9010.92.1.191.Association to Advance Collegiate Schools of BusinessInternational: 2005,Pocket Guide to Business Schools(Tampa, FL).Baron, R. M. and D. A. Kenny: 1986, ‘The Moderator-Mediator Variable Distinction in Social PsychologyResearch:Conceptual,Strategic,andStatisticalThe Impact of Diversity Promise Fulfillment515
Considerations’,Journal of Personality and Social Psy-chology51, 1173–1182. doi:10.1037/0022-3522.214.171.1243.Bernal, M. E., G. P. Knight, K. A. Ocampo, C. A. Garzaand M. K. Cota: 1990, ‘The Development of EthnicIdentity in Mexican-American Children’,HispanicJournal of Behavioral Sciences12, 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, AnnArbor).