Dear GDO colleagues:
A short while ago, I contacted all of you to let you know that I am serving as the Human Resources track chair for the Southwest Academy of Management this year. I wanted you to know that I was interested in receiving papers in the gender and diversity area, given that Southwest did not have a designated track for gender and diversity this year.
I was quite gratified to receive some submissions in the gender and diversity area, which leads to my current situation. I have a paper that was submitted for the conference that requires an "emergency" review. The current volunteer reviewers have all been assigned papers, and I really find myself in need of help for this one submission (the assigned reviewer has not responded to multiple inquiries about availability).
The title of the paper is "Diversity Training Effects on Employment Practices: An Exploration of Information Technology Organizations." I've copied the abstract below my signature. If anyone would be willing to offer a quick review of this paper, I would be most grateful. I would like to have comments within a week after your receipt of the submission. Please let me know if you would be willing to provide this valuable, collegial service. I can't offer you much beyond my gratitude, but you'll get a lot of that! -- Gayle
Gayle Baugh
Associate Professor of Management
Department of Management & MIS
University of West Florida
11000 University Parkway
Pensacola, Florida 32514-5752
(850) 474-2206 (office)
(850) 474-2314 (FAX)
Co-Editor, Research in Careers series
(published by Information Age Publishing)
ABSTRACT
The purpose of this study was to determine if a relationship existed between diversity training and equitable hiring practices. The study employed a Solomon four-group experimental design to investigate the effectiveness of the diversity training to impact equitable hiring practices within an organization. The effectiveness of the training is measured using Kirkpatrick's four-level model to analyze participants' reactions to the training, information learned, ability to transfer learning to the workplace, and potential results to the organization. The study was conducted at two technology-based corporations located in the Tennessee Valley region and consisted of 89 subjects. The statistical analyses of the collected data support the conclusion that diversity training does not have an effect on equitable hiring practices in the workplace.