A meta-analytic evaluation of diversity training outcomes

The purpose of this meta-analysis was to use theory and research on diversity, attitudes, and training to examine potential differential effects on affective-based, cognitive-based, and skill-based outcomes, to examine potential moderators of those effects with a focus on affective-based outcomes, a...

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Bibliographic Details
Published in:Journal of organizational behavior 2013-11, Vol.34 (8), p.1076-1104
Main Authors: Kalinoski, Zachary T., Steele-Johnson, Debra, Peyton, Elizabeth J., Leas, Keith A., Steinke, Julie, Bowling, Nathan A.
Format: Article
Language:English
Subjects:
Attitudes
Cognitive ability
Desire
Diversity
Diversity training
Meta-analysis
Moderators
Occupational training
Organizational behavior
Studies
Systematic review
Trainees
Trainers
training evaluation
Workplace diversity
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Summary:The purpose of this meta-analysis was to use theory and research on diversity, attitudes, and training to examine potential differential effects on affective-based, cognitive-based, and skill-based outcomes, to examine potential moderators of those effects with a focus on affective-based outcomes, and finally, to provide quantitative estimates of these posited relationships. Results from 65 studies (N = 8465) revealed sizable effects on affective-based, cognitive-based, and skill-based outcomes as well as interesting boundary conditions for these effects on affective-based outcomes. This study provides practical value to human resources managers and trainers wishing to implement diversity training within organizations as well as interesting theoretical advances for researchers. Practitioners have quantitative evidence that diversity training changes affective-based, cognitive-based, and skill-based trainee outcomes. This study also supports and addresses future research needs.
ISSN:0894-3796
1099-1379
DOI:10.1002/job.1839