1. E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris (2012). An Empirical Test of Diversity Climate Dimensionality and Relative Effects on Employee of Color Outcomes. Journal of Business Ethics 110 (3):247-258.
    This study examined the relative effect of diversity climate dimensions captured by two measures: Mor Barak et al.’s (Journal of Applied Behavioral Science, 34:82–104, 1998 ) diversity climate scale and Chrobot-Mason’s (Journal of Managerial Psychology 18:22–45, 2003 ) diversity promise fulfillment scale on professional employee of color outcomes: organizational commitment (OC) and turnover intentions. We hypothesized that the two scales would measure different aspects of diversity climate. We further hypothesized that the different climate dimensions would interactively affect the employee of (...)
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  2. E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris (2010). The Impact of Diversity Promise Fulfillment on Professionals of Color Outcomes in the Usa. Journal of Business Ethics 91 (4):501 - 518.
    This paper explores the relationship between psychological contract violations (PCVs) related to diversity climate and professional employee outcomes. We found that for our sample of US professionals of color including US-born African Americans, Hispanics, Asians, and Native Americans, employee perceptions of breach in diversity promise fulfillment (DPF), after controlling for more general organizational promise fulfillment (OPF), led to lower reported organizational commitment (OC) and higher turnover intentions (TI). Interactional justice partially mediated the relationship between DPF and outcomes. Procedural justice and (...)
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  3. E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris (2007). Impact of Leader Racial Attitude on Ratings of Causes and Solutions for an Employee of Color Shortage. Journal of Business Ethics 73 (2):129 - 144.
    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 (...)
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