The purpose of this research study was to determine if a relationship existed between diversity training (independent variable) and equitable hiring practices (dependent variable) in the workplace. The study employed a Solomon four-group experimental design to investigate the effectiveness of the diversity training to impact equitable hiring practices within an organization. The effectiveness of the diversity training is measured using Kirkpatrick's four-level model to analyze participants' reactions to the training, information learned, ability to transfer learning to the workplace, and potential results to the organization. The study was conducted at two technology-based corporations located in the Tennessee Valley region and consisted of 89 subjects. The study's participants were assigned to one of the four groups by a stratified random sample selection process based on their race or ethnicity. Two of the groups were tested prior to the diversity training intervention. One of the tested groups and one of the groups that were not tested received the intervention. All four groups were tested after the training. The statistical analyses of the collected data support the conclusion that diversity training does not have an effect on equitable hiring practices in the workplace.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 70/03, Dissertation Abstracts International|
|Subjects:||Management, Adult education|
|Keywords:||Diversity, Diversity management, Diversity training, Employment, Four Levels of Evaluation, Human resources, Kirkpatrick's Four Levels of Evaluation, Kirkpatrick, Donald, Training evaluation|
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