Using Needs Assessment to Resolve Controversies in Diversity Training Design

By Loriann Roberson, Carol T. Kulik, Molly B. Pepper. 2003

135 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/100822c5ddc0ee8917ec0a04d85f083a868e0d12

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

1. Carol T. Kulik
2. Sharon K. Parker
3. Fred Luthans

In Gender Studies

1. Carol T. Kulik
2. Loriann Roberson
3. Molly B. Pepper
4. Gwendolyn M. Combs
5. Sharon K. Parker
6. Fred Luthans

In Organizational Behavior and Human Resource Management

1. Carol T. Kulik
2. Loriann Roberson
3. Gwendolyn M. Combs
4. Sharon K. Parker
5. Fred Luthans
6. Arnold B. Bakker
7. Wilmar B. Schaufeli
8. Adam M. Grant

Citations in the corpus

• The rich get richer: predicting participation in voluntary diversity training (2007, background): “The answer to this question probably depends on two elements of a pre-training needs assessment (Roberson et al., 2003).”
• Diversity Training: Analysis of the Impact of Self-Efficacy (2007, background): “…profile leads us to propose that trainees high in diversity self-efficacy are confident that they can personally make the necessary adjustments (Roberson et al., 2003) to create a difference back on the job—for example, proximal factors such as convincing others in their department through…”