A meta-analytic evaluation of diversity training outcomes
Article first published online: 5 NOV 2012
Copyright © 2012 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 34, Issue 8, pages 1076–1104, November 2013
How to Cite
Kalinoski, Z. T., Steele-Johnson, D., Peyton, E. J., Leas, K. A., Steinke, J. and Bowling, N. A. (2013), A meta-analytic evaluation of diversity training outcomes. J. Organiz. Behav., 34: 1076–1104. doi: 10.1002/job.1839
- Issue published online: 22 OCT 2013
- Article first published online: 5 NOV 2012
- Manuscript Accepted: 2 OCT 2012
- Manuscript Revised: 2 SEP 2012
- Manuscript Received: 9 MAY 2011
- diversity training;
- training evaluation;
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. Copyright © 2012 John Wiley & Sons, Ltd.