Impact of leader racial attitude on ratings of causes and solutions for an employee of color shortage
David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Ezio Di Nucci
Jack Alan Reynolds
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Journal of Business Ethics 73 (2):129 - 144 (2007)
Diversity scholars have emphasized the critical role of corporate leaders for ensuring the success of diversity strategic initiatives in organizations. This study reports on business school leaders’ attributions regarding the causes for and solutions to the low representation of U.S. faculty of color in business schools. Results indicatethat leaders with greater awareness of racial issues rated an inhospitable organizational culture as a more important cause and cultural change and recruitment as more important solutions to faculty of color under-representation than did less racially aware respondents. Aware leaders also rated individual minority-group member responsibility for performance a less important solution than did less racially aware respondents. Implications are discussed.
|Keywords||diversity employee shortage leader’s racial attitude racial awareness organizational climate|
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Citations of this work BETA
María Del Carmen Triana, Kwanghyun Kim & María Fernanda García (2011). To Help or Not to Help? Personal Value for Diversity Moderates the Relationship Between Discrimination Against Minorities and Citizenship Behavior Toward Minorities. Journal of Business Ethics 102 (2):333-342.
María del Carmen Triana, María Fernanda Wagstaff & Kwanghyun Kim (2012). That's Not Fair! How Personal Value for Diversity Influences Reactions to the Perceived Discriminatory Treatment of Minorities. Journal of Business Ethics 111 (2):211-218.
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