Several recent findings suggest that there are racial differences in organizational attraction. This study examines these differences using a sample of 258 undergraduate and graduate students. In an Internet "virtual site visit" to a fictional company, the level of racial structural integration (SI), salary, and the presence/absence of a diversity management program (DMP) were manipulated. SI, proposed by Cox (1991), is a means of describing the racial/ethnic diversity present among the employees of a firm, whereas diversity management programs are the successors to affirmative action plans. Black participants were most attracted to the organization with the highest level of SI. Furthermore, a type of ethnic identification, other-group orientation (OGO) significantly interacted with SI and participant race to predict organizational attraction. For Whites with low OGO, SI had a negative effect on attraction. For Blacks with high OGO, organizations high and low in SI (but not moderate) were the most attractive.
| Identifer | oai:union.ndltd.org:RICE/oai:scholarship.rice.edu:1911/17936 |
| Date | January 2001 |
| Creators | Avery, Derek Reynold |
| Contributors | Quinones, Miguel A. |
| Source Sets | Rice University |
| Language | English |
| Detected Language | English |
| Type | Thesis, Text |
| Format | 132 p., application/pdf |
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