The Experts below are selected from a list of 2217 Experts worldwide ranked by ideXlab platform
Molly B Pepper - One of the best experts on this subject based on the ideXlab platform.
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individual and environmental factors influencing the use of transfer strategies after Diversity Training
Group & Organization Management, 2009Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Change in work behavior is often the primary goal of Diversity Training, but few studies have examined transfer of Diversity Training. In this longitudinal field study, the authors measured cognitive, affective, and behavioral learning outcomes after a Diversity Training program as well as the subsequent use of transfer strategies on the job. They examined the influence of learning outcomes, trainee characteristics, and environmental characteristics on the use of transfer strategies. Trainee race/ethnicity and the work unit transfer climate are the best predictors of trainees' transfer strategy use. Among the learning outcomes, skill learning is the only significant predictor of transfer strategy use.
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the rich get richer predicting participation in voluntary Diversity Training
Journal of Organizational Behavior, 2007Co-Authors: Carol T. Kulik, Loriann Roberson, Molly B Pepper, Sharon K ParkerAbstract:This research examined whether trainee demographics and pre-Training competence predicted participation in voluntary Diversity Training. Results indicate that demographic variables had no impact on interest in Training (Study One) or on actual Training participation (Study Two). However, pre-Training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional Training (Study One) and were more likely to attend a voluntary Training session (Study Two). The authors suggest that trainees with low competence in the Diversity domain are unaware of their low competence levels and therefore are not motivated to participate in Training programs designed to increase Diversity competence. Implications of these findings for organizations offering voluntary Diversity Training are discussed. Copyright © 2007 John Wiley & Sons, Ltd.
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using needs assessment to resolve controversies in Diversity Training design
Group & Organization Management, 2003Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Needs assessment is an important element in Training design, and organizational Diversity Training programs are frequently criticized for their lack of attention to the needs assessment process. Th...
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designing effective Diversity Training influence of group composition and trainee experience
Journal of Organizational Behavior, 2001Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Despite the popularity of Diversity Training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective Diversity Training programmes. In this research, we examine how Training group composition and trainee experience interact to influence the effects of Diversity Training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with Diversity Training responded most positively to Training groups homogeneous with respect to racioethnicity and nationality; trainees without prior experience with Diversity Training were generally unaffected by Training group composition. The implications of these findings for the design of Diversity Training programmes in organizations and future research on Diversity Training are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
Loriann Roberson - One of the best experts on this subject based on the ideXlab platform.
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Effective Diversity Training
Oxford Handbooks Online, 2013Co-Authors: Loriann Roberson, Carol T. KulikAbstract:Diversity Training is an important and widely used component of organizational Diversity management initiatives. This chapter reviews theory and research on Diversity Training design, delivery, evaluation, and effectiveness. The review suggests that in the past 10 to 15 years of research, advancements have been made on several fronts. The research literature on Diversity Training includes frameworks for preTraining needs assessment, learning models to guide Diversity Training design choices, and empirical evidence of Diversity Training’s impact on Training outcomes. However, the review also notes two major shortcomings. First, research has emphasized Diversity Training’s effect on short-term changes in trainees’ knowledge and attitudes, neglecting longer-term changes in their skills and behavior. Second, research has emphasized Diversity Training’s effect on individual-level learning outcomes, neglecting its impact on team- and organization-level outcomes. These shortcomings are unlikely to be addressed unless scholars and practitioners engage in more collaborative field-based research on Diversity Training.
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individual and environmental factors influencing the use of transfer strategies after Diversity Training
Group & Organization Management, 2009Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Change in work behavior is often the primary goal of Diversity Training, but few studies have examined transfer of Diversity Training. In this longitudinal field study, the authors measured cognitive, affective, and behavioral learning outcomes after a Diversity Training program as well as the subsequent use of transfer strategies on the job. They examined the influence of learning outcomes, trainee characteristics, and environmental characteristics on the use of transfer strategies. Trainee race/ethnicity and the work unit transfer climate are the best predictors of trainees' transfer strategy use. Among the learning outcomes, skill learning is the only significant predictor of transfer strategy use.
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the rich get richer predicting participation in voluntary Diversity Training
Journal of Organizational Behavior, 2007Co-Authors: Carol T. Kulik, Loriann Roberson, Molly B Pepper, Sharon K ParkerAbstract:This research examined whether trainee demographics and pre-Training competence predicted participation in voluntary Diversity Training. Results indicate that demographic variables had no impact on interest in Training (Study One) or on actual Training participation (Study Two). However, pre-Training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional Training (Study One) and were more likely to attend a voluntary Training session (Study Two). The authors suggest that trainees with low competence in the Diversity domain are unaware of their low competence levels and therefore are not motivated to participate in Training programs designed to increase Diversity competence. Implications of these findings for organizations offering voluntary Diversity Training are discussed. Copyright © 2007 John Wiley & Sons, Ltd.
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using needs assessment to resolve controversies in Diversity Training design
Group & Organization Management, 2003Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Needs assessment is an important element in Training design, and organizational Diversity Training programs are frequently criticized for their lack of attention to the needs assessment process. Th...
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designing effective Diversity Training influence of group composition and trainee experience
Journal of Organizational Behavior, 2001Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Despite the popularity of Diversity Training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective Diversity Training programmes. In this research, we examine how Training group composition and trainee experience interact to influence the effects of Diversity Training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with Diversity Training responded most positively to Training groups homogeneous with respect to racioethnicity and nationality; trainees without prior experience with Diversity Training were generally unaffected by Training group composition. The implications of these findings for the design of Diversity Training programmes in organizations and future research on Diversity Training are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
Carol T. Kulik - One of the best experts on this subject based on the ideXlab platform.
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Effective Diversity Training
Oxford Handbooks Online, 2013Co-Authors: Loriann Roberson, Carol T. KulikAbstract:Diversity Training is an important and widely used component of organizational Diversity management initiatives. This chapter reviews theory and research on Diversity Training design, delivery, evaluation, and effectiveness. The review suggests that in the past 10 to 15 years of research, advancements have been made on several fronts. The research literature on Diversity Training includes frameworks for preTraining needs assessment, learning models to guide Diversity Training design choices, and empirical evidence of Diversity Training’s impact on Training outcomes. However, the review also notes two major shortcomings. First, research has emphasized Diversity Training’s effect on short-term changes in trainees’ knowledge and attitudes, neglecting longer-term changes in their skills and behavior. Second, research has emphasized Diversity Training’s effect on individual-level learning outcomes, neglecting its impact on team- and organization-level outcomes. These shortcomings are unlikely to be addressed unless scholars and practitioners engage in more collaborative field-based research on Diversity Training.
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individual and environmental factors influencing the use of transfer strategies after Diversity Training
Group & Organization Management, 2009Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Change in work behavior is often the primary goal of Diversity Training, but few studies have examined transfer of Diversity Training. In this longitudinal field study, the authors measured cognitive, affective, and behavioral learning outcomes after a Diversity Training program as well as the subsequent use of transfer strategies on the job. They examined the influence of learning outcomes, trainee characteristics, and environmental characteristics on the use of transfer strategies. Trainee race/ethnicity and the work unit transfer climate are the best predictors of trainees' transfer strategy use. Among the learning outcomes, skill learning is the only significant predictor of transfer strategy use.
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the rich get richer predicting participation in voluntary Diversity Training
Journal of Organizational Behavior, 2007Co-Authors: Carol T. Kulik, Loriann Roberson, Molly B Pepper, Sharon K ParkerAbstract:This research examined whether trainee demographics and pre-Training competence predicted participation in voluntary Diversity Training. Results indicate that demographic variables had no impact on interest in Training (Study One) or on actual Training participation (Study Two). However, pre-Training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional Training (Study One) and were more likely to attend a voluntary Training session (Study Two). The authors suggest that trainees with low competence in the Diversity domain are unaware of their low competence levels and therefore are not motivated to participate in Training programs designed to increase Diversity competence. Implications of these findings for organizations offering voluntary Diversity Training are discussed. Copyright © 2007 John Wiley & Sons, Ltd.
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using needs assessment to resolve controversies in Diversity Training design
Group & Organization Management, 2003Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Needs assessment is an important element in Training design, and organizational Diversity Training programs are frequently criticized for their lack of attention to the needs assessment process. Th...
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designing effective Diversity Training influence of group composition and trainee experience
Journal of Organizational Behavior, 2001Co-Authors: Loriann Roberson, Carol T. Kulik, Molly B PepperAbstract:Despite the popularity of Diversity Training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective Diversity Training programmes. In this research, we examine how Training group composition and trainee experience interact to influence the effects of Diversity Training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with Diversity Training responded most positively to Training groups homogeneous with respect to racioethnicity and nationality; trainees without prior experience with Diversity Training were generally unaffected by Training group composition. The implications of these findings for the design of Diversity Training programmes in organizations and future research on Diversity Training are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
Elizabeth A Klonoff - One of the best experts on this subject based on the ideXlab platform.
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clinical psychology students perceptions of Diversity Training a study of exposure and satisfaction
Journal of Clinical Psychology, 2009Co-Authors: Debbie Green, Tamora A Callands, Alison M Radcliffe, Aaron M Luebbe, Elizabeth A KlonoffAbstract:This study examined clinical psychology graduate students' definitions of Diversity and their perceptions of their exposure to and satisfaction regarding their level of Diversity Training. Four hundred and ninety-one students from Counsel of University Directors of Clinical Psychology (CUDCP) member programs completed an online survey. Overall, students perceived that their programs considered Diversity narrowly, concentrating primarily on ethnicity, race, and culture to the neglect of sexual orientation, religion, language, and physical disability. Likewise, students expressed greater satisfaction with Training regarding ethnicity/race and gender than broader areas of Diversity, but rated the importance of addressing all areas of Diversity as high. Although this study underscores the limited experience that students perceive they have had with various underrepresented groups, programs appear to have incorporated a variety of Diversity Training modalities that could be expanded upon to meet the interests of psychology students. © 2009 Wiley Periodicals, Inc. J Clin Psychol 65:1–15, 2009.
Karen A Jehn - One of the best experts on this subject based on the ideXlab platform.
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a meta analytical integration of over 40 years of research on Diversity Training evaluation
Psychological Bulletin, 2016Co-Authors: Katerina Bezrukova, Chester S Spell, Jamie L Perry, Karen A JehnAbstract:: This meta-analysis of 260 independent samples assessed the effects of Diversity Training on 4 Training outcomes over time and across characteristics of Training context, design, and participants. Models from the Training literature and psychological theory on Diversity were used to generate theory-driven predictions. The results revealed an overall effect size (Hedges g) of .38 with the largest effect being for reactions to Training and cognitive learning; smaller effects were found for behavioral and attitudinal/affective learning. Whereas the effects of Diversity Training on reactions and attitudinal/affective learning decayed over time, Training effects on cognitive learning remained stable and even increased in some cases. While many of the Diversity Training programs fell short in demonstrating effectiveness on some Training characteristics, our analysis does reveal that successful Diversity Training occurs. The positive effects of Diversity Training were greater when Training was complemented by other Diversity initiatives, targeted to both awareness and skills development, and conducted over a significant period of time. The proportion of women in a Training group was associated with more favorable reactions to Diversity Training. Implications for policy and directions for future research on Diversity Training are discussed. (PsycINFO Database Record
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a meta analytical integration of over 40 years of research on Diversity Training evaluation
Academy of Management Proceedings, 2014Co-Authors: Yekaterina Bezrukova, Chester S Spell, Jamie L Perry, Karen A JehnAbstract:This meta-analysis of 255 independent samples (1,344 effect sizes and 28,556 participants) assessed the effects of Diversity Training on four Training outcomes over time and across characteristics ...
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reviewing Diversity Training where we have been and where we should go
Academy of Management Learning and Education, 2012Co-Authors: Katerina Bezrukova, Karen A Jehn, Chester S SpellAbstract:We review and critically examine 178 articles whose authors have investigated numerous aspects of Diversity Training programs on campuses and in the workplace. We first examine the characteristics ...