The influence of framing on attitudes toward diversity training

By Courtney L. Holladay, J. Knight, D. Paige, M. Quiñones. 2003

101 citations recorded by the source corpus.

How researchers see this paper

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Integrative Literature Review: Diversity Management Interventions and Organizational Performance:A Synthesis of Current Literature (2008, unknown): “Two of the studies concluded that men react more negatively to diversity training in general, particularly if they perceive it to be remedial (Holladay et al., 2003; Sanchez & Medkik, 2004).”
The relationship between diversity training, organizational commitment, and career satisfaction (2010, background): “In response, DT has become widely implemented, with the aim of deterring the adverse affects of a diverse workforce and leveraging the advantages of a diverse workforce (Holladay et al., 2003; Kulik et al., 2007; Pendry et al., 2007).”
Diversity Training: Analysis of the Impact of Self-Efficacy (2007, methodology): “Throughout the HRD and training literatures, diversity training has been examined in terms of content and design (Davidson, 1999; Holladay et al., 2003), organizational context factors (Hanover & Cellar, 1998), planned behavior and behavioral control (Wiethoff, 2004), organizational justification (K”