Abstract
This experiment used an organizational justice approach to examine workforce diversity programs and their potential effects on attitudes of African American beneficiaries. Data were collected from 66 African American undergraduate students. Results reveal that the decision to hire beneficiaries through a diversity program justified using Cox andBlake 's marketing argumentyields more positive effects than nonjustified diversity programs, regardless of favorable outcomes produced. Beneficiaries are more concerned about adequate procedural justification for the decision to hire them under a workforce diversity program than the potential positive outcomes produced by such programs.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
