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Perceived commitment to corporate -sponsored equal employment opportunity/affirmative action and managing diversity interventions: A case of relational demography among women Head Start employees.

dc.contributor.authorMcKim, LaMont Maurice
dc.contributor.advisorBeale, Ruby
dc.contributor.advisorSellers, Robert
dc.date.accessioned2016-08-30T18:00:17Z
dc.date.available2016-08-30T18:00:17Z
dc.date.issued1999
dc.identifier.urihttp://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqm&rft_dat=xri:pqdiss:9959817
dc.identifier.urihttps://hdl.handle.net/2027.42/132197
dc.description.abstractRecent developments in the organizational literature have raised questions about the nature and magnitude of racial-ethnic differences in employees' perceptions of personal and organizational commitment to corporate-sponsored Equal Employment Opportunity/Affirmative Action (EEO/AA) and Managing Diversity interventions. The central thesis claims that women's perceptions of personal and organizational commitment to EEO/AA and Managing Diversity are influenced by relational demography (i.e., the interaction between individuals' racial-ethnic group membership and the organization's racial-ethnic profile/composition). In addition, the study examines the relationship between employees' perceptions of their organization's commitment to EEO/AA and Managing Diversity and other work outcomes such as perceived influence, social support, mentoring, and job stress. The study reports results from an organizational evaluation examining differences in EEO/AA and Managing Diversity perceptions of a racially-ethnically diverse sample of women (N = 324), in 21 Head Start Program centers/sites in the Midwest. Findings revealed that relational demography has differing complexities in its effects on racial-ethnic group perceptions of commitment to EEO/AA and Managing Diversity within the organization. African American women's and other women of color's perceptions of personal and organizational commitment to EEO/AA and Managing Diversity were not influenced by changes in their organization's racial-ethnic profile; white women reported more personal commitment and more organizational commitment to EEO/AA when they were in predominantly white organizations, compared to when they were in predominantly African American organizations. Findings also revealed that employees' perceptions of organizational commitment to EEO/AA and Managing Diversity was a positive predictor of perceived influence, social support, and mentoring and a negative predictor of job stress. Implications for theory, future research, and practice associated with the implementation and assessment of EEO/AA and Managing Diversity interventions within organizations are discussed.
dc.format.extent161 p.
dc.languageEnglish
dc.language.isoEN
dc.subjectAffirmative Action
dc.subjectCase
dc.subjectCorporate Commitment
dc.subjectDiversity
dc.subjectEmployees
dc.subjectEqual Employment Opportunity
dc.subjectHead Start
dc.subjectInterventions
dc.subjectManaging
dc.subjectPerceived
dc.subjectRelational Demography
dc.subjectSponsored
dc.subjectWomen Workers
dc.titlePerceived commitment to corporate -sponsored equal employment opportunity/affirmative action and managing diversity interventions: A case of relational demography among women Head Start employees.
dc.typeThesis
dc.description.thesisdegreenamePhDen_US
dc.description.thesisdegreedisciplineEducation
dc.description.thesisdegreedisciplineLabor relations
dc.description.thesisdegreedisciplineLaw
dc.description.thesisdegreedisciplineOccupational psychology
dc.description.thesisdegreedisciplinePsychology
dc.description.thesisdegreedisciplineSocial Sciences
dc.description.thesisdegreedisciplineTeacher education
dc.description.thesisdegreedisciplineWomen's studies
dc.description.thesisdegreegrantorUniversity of Michigan, Horace H. Rackham School of Graduate Studies
dc.description.bitstreamurlhttp://deepblue.lib.umich.edu/bitstream/2027.42/132197/2/9959817.pdf
dc.owningcollnameDissertations and Theses (Ph.D. and Master's)


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