THE EFFECT OF ORGA IZATIO AL DIVERSITY MA AGEME T APPROACH O POTE TIAL APPLICA TS’ PERCEPTIO S OF ORGA IONIZATION S
A Dissertation Presented to The Academic Faculty
Jesse Eason Olsen
In Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the College of Management
Georgia Institute of Technology August 2010
COPYRIGHT © 2010 JESSE EASO OLSE
THE EFFECT OF ORGA IZATIO AL DIVERSITY MA AGEME T APPROACH O POTE TIAL APPLICA TS’ PERCEPTIO S OF ORGA IZATIO S
Approved by: Dr. Luis L. Martins, Co-Advisor College of Management Georgia Institute of Technology Dr. Charles K. Parsons, Co-Advisor College of Management Georgia Institute of Technology Dr. Christina E. Shalley College Management Georgia Institute of Technology Date Approved: June 21, 2010 Dr. Lawrence R. James College of Management and School of Psychology Georgia Institute of Technology Dr. Jill E. Perry-Smith Goizueta Business School Emory University
To Miho and our children.
ACK OWLEDGEME TS
First, I am grateful to my dissertation co-chairs, Drs. Luis Martins and Chuck Parsons, not only for sharing their expertise, but also for being so supportive and kind throughout the program. I wish to thank Drs. Chris Shalley, Larry James, and Jill PerrySmith for their guidance and support. I thank Drs. Terry Blum, Ingrid Fulmer, and Cindy Zapata for their warm encouragement and thoughtful advice. I am also grateful to my fellow doctoral students for their assistance and moral support. I thank Dr. Carolyn Davis for her assistance in obtaining a student sample and Ms. Lauren McDow for her valuable input. Thanks also to the other Management and Psychology faculty, staff, and graduate students who have been great friends, teachers, and colleagues. I thank my family and friends for their love and patience. Special gratitude goes to my mother, my father, Mary, and my grandparents for a lifetime of loving support. I am also grateful for Otousan and Okaasan’s patience, support, and encouragement. I am blessed to have had my children, Emma and Aki, as significant sources of motivation, though they have also proven themselves to be significant sources of trouble. I especially thank Miho—wife, best friend, mother of our beautiful children, cheerleader, and even research assistant—for all that she has done for me and our family. This would not have been possible without her sacrifices, encouragement, and love. “And whatsoever ye do in word or deed, do all in the name of the Lord Jesus, giving thanks to God and the Father by him” (Colossians 3:17). “Now thanks be unto God, which always causeth us to triumph in Christ, and maketh manifest the savour of his knowledge by us in every place” (2 Corinthians 2:14).
TABLE OF CO TE TS Page ACKNOWLEDGEMENTS LIST OF TABLES LIST OF FIGURES LIST OF SYMBOLS AND ABBREVIATIONS SUMMARY CHAPTER 1 2 INTRODUCTION LITERATURE REVIEW Diversity Management Defined Affirmative Action and Equal Employment Opportunity Programs Effects of Diversity Management Programs Recruitment and Selection Training and Development Other Efforts to Manage Organizational Outcomes Dominant Diversity Management Typologies Justification for Diversity Management Programs Identity-Blind and Identity-Conscious Practices Diversity Perspectives A NEW FRAMEWORK FOR DIVERSITY MANAGEMENT Acculturation Strategies Instrumental and Terminal Values Crossing Acculturation Strategies with Value Types: A New Typology Terminal Assimilation Instrumental Assimilation Instrumental Integration Terminal Integration Dual-Value Assimilation Dual-Value Integration THE RESEARCH MODEL AND HYPOTHESES Person-Organization Fit The Effect of Acculturation Strategy Signals on Perceptions of P-O Fit and Organizational Attractiveness v 1 6 6 9 11 11 23 28 33 33 35 38 43 43 46 47 48 49 50 51 52 53 55 55 59 iv viii xi xii xiv
Moderators of the Effects of Acculturation Strategy Signals Attributions The Effect of Value Signals on Attributions...
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