Motivation to Learn and Diversity Training: Application of the Theory of Planned Behavior.

By C. Wiethoff. 2004

116 citations recorded by the source corpus.

Subfields: Applied Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/bfebe1a507283a51d4d91eb79b1cf747a997d4dc

How researchers see this paper

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

In Applied Psychology

1. Fred Luthans
2. Gwendolyn M. Combs
3. J. Dawson
4. E. Paluck
5. James Avey
6. Bruce J. Avolio
7. Carolyn M. Youssef
8. Arnold B. Bakker

In Gender Studies

1. Gwendolyn M. Combs
2. Fred Luthans
3. David A. Kravitz
4. E. King
5. E. Paluck
6. J. Dawson
7. Kevin Munger
8. Dejun Kong

In Organizational Behavior and Human Resource Management

1. Gwendolyn M. Combs
2. Fred Luthans
3. David A. Kravitz
4. E. King
5. E. Paluck
6. J. Dawson
7. James Avey
8. Bruce J. Avolio

Citations in the corpus

• Diversity Training and Intergroup Contact: A Call to Action Research (2006, background): “investigators have brought other theories to the study of diversity training, such as the theory of planned behavior (Wiethoff, 2004), embedded intergroup relations theory (Alderfer, 1977; 1986), and theories of group processes (e.”
• A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations (2012, background): “…et al., 2006), the awareness and knowledge gained in training (Kulik & Roberson, 2008) should reduce the likelihood that trainees would engage in discriminatory behaviors by enhancing their diversity-related knowledge, skills, self-efficacy (Combs & Luthans, 2007), and motives (Wiethoff, 2004).”
• Diversity Training: Analysis of the Impact of Self-Efficacy (2007, background): “, 2003), and, especially, an examination of its success or failure has not been adequately assessed (Wiethoff, 2004).”