Committee Chair

Biderman, Michael D.

Department

Dept. of Psychology

College

College of Arts and Sciences

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

This research examined the relationships of diversity climate via organizational fairness and organizational inclusion (Mor Barak et al., 1998) and job satisfaction, organizational commitment, and intent to leave. Further, personal value for diversity was investigated as a moderator of those relationships. The participants included 202 African American women affiliated with a national sorority. The mean age and years of experience was 29.62 and 4.33, respectively. Data were collected electronically using an Internet site hosting the survey questions. The present study provides evidence that diversity climate positively affects job satisfaction and affective commitment, and negatively affects intent to leave. In addition, personal value for diversity moderates the relationship between affective commitment and organizational fairness and organization inclusion. Personal value for diversity also moderated the relationship between intent to leave and organizational inclusion.

Degree

M. S.; A thesis submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Master of Science.

Date

12-2001

Subject

Diversity in the workplace; Job satisfaction; HR & organizational behaviour

Discipline

Industrial and Organizational Psychology

Document Type

Masters theses

DCMI Type

Text

Extent

vii, 50 leaves

Language

English

Call Number

LB2369.2 .C342 2001

Rights

http://rightsstatements.org/vocab/InC/1.0/

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