Changing demographics and rising numbers of immigrant workers have compelled organizational leaders to create leadership development programs for divergent cultures. The purpose of this quantitative correlation study was to examine if a relationship exists between any of the three employee growth interventions used by managers when helping African Americans prepare for ascension for leadership positions. These employee growth interventions included the use of (a) affinity groups/networks, (b) mentoring programs, and (c) training and development activities. A convenience sample of 56 African American participants working in U.S. firms participated in an online 5-point Likert-type scaled Organizational Diversity Management Interventions Climate Assessment (ODMICA). While no significant relationships were evident in the first two independent variables (affinity groups and mentoring programs), the data showed a significant relationship between training and development and leadership advancement at p<.05.
|Advisor:||Turner, Norma J.|
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 73/01, Dissertation Abstracts International|
|Subjects:||African American Studies, Black studies, Management, Organization Theory, Organizational behavior|
|Keywords:||Advancement, African-American, Culture, Emotional intelligence, Human resources, Leadership|
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