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A qualitative assessment of the orga...

Lockhart, Lydia M.

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A qualitative assessment of the organizational impact of diversity training.

Record Type:	Electronic resources : Monograph/item
Title/Author:	A qualitative assessment of the organizational impact of diversity training./
Author:	Lockhart, Lydia M.
Description:	158 p.
Notes:	Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3257.
Contained By:	Dissertation Abstracts International63-09A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3064967
ISBN:	0493846514

A qualitative assessment of the organizational impact of diversity training.
Lockhart, Lydia M.

A qualitative assessment of the organizational impact of diversity training. - 158 p.

Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3257.

Thesis (Ph.D.)--The Pennsylvania State University, 2002.

During the 1980's, projections of increasing workplace diversity inspired widespread training aimed at appreciating and/or managing diversity, with reportedly mixed results. Factors considered critical to the success of diversity initiatives are well documented in the training practitioner literature. This study was designed to investigate the authenticity of these factors, which reportedly affect reaction to and success of diversity programs. Several cultural diversity models are discussed and related to a widely used training evaluation model to gain an understanding of diversity training outcomes.

ISBN: 0493846514Subjects--Topical Terms:

626628
Business Administration, Management.

A qualitative assessment of the organizational impact of diversity training.
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245 1 0 $a A qualitative assessment of the organizational impact of diversity training.
300 $a 158 p.
500 $a Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3257.
500 $a Adviser: Barbara L. Gray.
502 $a Thesis (Ph.D.)--The Pennsylvania State University, 2002.
520 $a During the 1980's, projections of increasing workplace diversity inspired widespread training aimed at appreciating and/or managing diversity, with reportedly mixed results. Factors considered critical to the success of diversity initiatives are well documented in the training practitioner literature. This study was designed to investigate the authenticity of these factors, which reportedly affect reaction to and success of diversity programs. Several cultural diversity models are discussed and related to a widely used training evaluation model to gain an understanding of diversity training outcomes.
520 $a Interviews were conducted with one organization's Cultural Diversity CQI Team, who planned and implemented diversity training. The interviews focused on diversity training goals, content, methods, target audience, trainers, evaluation and organizational context (factors identified in the literature as impacting transfer of training). An on-site review of diversity related documents provided supporting evidence regarding the diversity training's content, design, and implementation, as well as its organizational context.
520 $a Reactions to, and perceived transfer of, the diversity training were explored by surveying the organizational members using open-ended questions based on four levels of training evaluation (trainee reaction, learning, on-the-job behavior, and organizational change). Comparison of the diversity training goals (as stated by the Diversity CQI team and in training documents) with employees' responses regarding the training's impact was achieved using qualitative text analysis methods. The triangulation of data sources provided checks on the validity of each data source and on the researcher's analysis of the data. The data collected were analyzed using a commercial software package.
520 $a Findings from the analysis of diversity team interviews, employee survey and archival materials indicated that the majority of respondents perceived the diversity training to be effective, describing the outcomes in language consistent with stated goals and objectives. However limitations of this study suggested new directions for future research. A proposed Integrated Model of Diversity Training Evaluation was synthesized from extant cultural diversity and training evaluation literature and from the findings in this case study.
590 $a School code: 0176.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Education, Adult and Continuing. $3 626632
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710 2 0 $a The Pennsylvania State University. $3 699896
773 0 $t Dissertation Abstracts International $g 63-09A.
790 1 0 $a Gray, Barbara L., $e advisor
790 $a 0176
791 $a Ph.D.
792 $a 2002
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3064967