Diversity Training: Analysis of the Impact of Self-Efficacy
By Gwendolyn M. Combs, Fred Luthans. 2007
131 citations recorded by the source corpus.
Subfields: Applied Psychology, Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/d7f8d5d8b733cd7fa088a608643243895c2eee5e
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
In Gender Studies
- David A. Kravitz
- E. King
- C. Tabernero
- J. Dawson
- Dejun Kong
- Violet T. Ho
- E. Garcilazo
- A. Rodríguez‐Pose
In Organizational Behavior and Human Resource Management
- David A. Kravitz
- E. King
- C. Tabernero
- B. Hernández
- J. Dawson
- Violet T. Ho
- Dejun Kong
- Alyssa K. McGonagle
Citations in the corpus
- A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations (2012, background): “…engagement in diversity-supportive behaviors (Armour, Bain, & Rubio, 2004; De Meuse, Hostager, & O’Neill, 2007; Hanover & Cellar, 1998), behavioral intentions (Combs & Luthans, 2007), and judgments regarding fictitious (demographically diverse) job applicants (Holladay & Quiñones, 2008).”
- Measuring the Efficacy of Leaders to Assess Information and Make Decisions in a Crisis: The C-LEAD Scale (2011, unknown): “A third advantage of self-efficacy is that it has been empirically shown to predict important outcomes, including organizational dynamics (Saks, 1995), training behaviors (e.g., Combs & Luthans, 2007), and work performance (Eden & Zuk, 1995; Stajkovic & Luthans, 1998).”
- Self-Efficacy and Intrinsic Motivation Guiding Environmental Behavior (2011, background): “The role of self-efficacy has been analyzed in contexts where behavioral results can be quantified (e.g., academic: Pajares & Urdan, 2006; health: Bandura, 2005; sporting: Feltz, Short, & Sullivan, 2008; and organizational contexts: Combs & Luthans, 2007).”