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Dept: Psychology

You searched for subject:(Diversity). Showing records 1 – 30 of 66 total matches.

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University of Georgia

1. Reynolds-Dobbs, Wendy Renee. The differential role of ethnicity on women's workplace experiences.

Degree: PhD, Psychology, 2007, University of Georgia

 As more and more women enter leadership positions in the workplace, it is imperative to study and understand the unique career experiences and obstacles that… (more)

Subjects/Keywords: Diversity

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APA (6th Edition):

Reynolds-Dobbs, W. R. (2007). The differential role of ethnicity on women's workplace experiences. (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200705_phd

Chicago Manual of Style (16th Edition):

Reynolds-Dobbs, Wendy Renee. “The differential role of ethnicity on women's workplace experiences.” 2007. Doctoral Dissertation, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200705_phd.

MLA Handbook (7th Edition):

Reynolds-Dobbs, Wendy Renee. “The differential role of ethnicity on women's workplace experiences.” 2007. Web. 24 Mar 2019.

Vancouver:

Reynolds-Dobbs WR. The differential role of ethnicity on women's workplace experiences. [Internet] [Doctoral dissertation]. University of Georgia; 2007. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200705_phd.

Council of Science Editors:

Reynolds-Dobbs WR. The differential role of ethnicity on women's workplace experiences. [Doctoral Dissertation]. University of Georgia; 2007. Available from: http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200705_phd


University of Georgia

2. George, Kerrin Elleise. Do I exist in team?: an examination of racial bias in team staffing.

Degree: MS, Psychology, 2011, University of Georgia

 The goal of the current study is to examine how the persistence of racial hiring biases may manifest in team selection contexts. A lab study… (more)

Subjects/Keywords: Diversity Climate

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APA (6th Edition):

George, K. E. (2011). Do I exist in team?: an examination of racial bias in team staffing. (Masters Thesis). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/george_kerrin_e_201105_ms

Chicago Manual of Style (16th Edition):

George, Kerrin Elleise. “Do I exist in team?: an examination of racial bias in team staffing.” 2011. Masters Thesis, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/george_kerrin_e_201105_ms.

MLA Handbook (7th Edition):

George, Kerrin Elleise. “Do I exist in team?: an examination of racial bias in team staffing.” 2011. Web. 24 Mar 2019.

Vancouver:

George KE. Do I exist in team?: an examination of racial bias in team staffing. [Internet] [Masters thesis]. University of Georgia; 2011. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/george_kerrin_e_201105_ms.

Council of Science Editors:

George KE. Do I exist in team?: an examination of racial bias in team staffing. [Masters Thesis]. University of Georgia; 2011. Available from: http://purl.galileo.usg.edu/uga_etd/george_kerrin_e_201105_ms


University of Georgia

3. Gray, Amanda D. The roles of diversity benefits in organizational attractiveness.

Degree: MS, Psychology, 2003, University of Georgia

 Employee benefits play an important role in a potential job applicant’s estimation of organizational attractiveness (Barber, 1998). The present study examined the impact of three… (more)

Subjects/Keywords: Diversity

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APA (6th Edition):

Gray, A. D. (2003). The roles of diversity benefits in organizational attractiveness. (Masters Thesis). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/gray_amanda_d_200305_ms

Chicago Manual of Style (16th Edition):

Gray, Amanda D. “The roles of diversity benefits in organizational attractiveness.” 2003. Masters Thesis, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/gray_amanda_d_200305_ms.

MLA Handbook (7th Edition):

Gray, Amanda D. “The roles of diversity benefits in organizational attractiveness.” 2003. Web. 24 Mar 2019.

Vancouver:

Gray AD. The roles of diversity benefits in organizational attractiveness. [Internet] [Masters thesis]. University of Georgia; 2003. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/gray_amanda_d_200305_ms.

Council of Science Editors:

Gray AD. The roles of diversity benefits in organizational attractiveness. [Masters Thesis]. University of Georgia; 2003. Available from: http://purl.galileo.usg.edu/uga_etd/gray_amanda_d_200305_ms


University of Georgia

4. Landau, Harriet I. Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool.

Degree: PhD, Psychology, 2004, University of Georgia

 Recruitment is the primary method used to attract talent and draw human capital into the organization. Recruitment can be used to increase the pool of… (more)

Subjects/Keywords: diversity

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APA (6th Edition):

Landau, H. I. (2004). Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool. (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/landau_harriet_i_200412_phd

Chicago Manual of Style (16th Edition):

Landau, Harriet I. “Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool.” 2004. Doctoral Dissertation, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/landau_harriet_i_200412_phd.

MLA Handbook (7th Edition):

Landau, Harriet I. “Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool.” 2004. Web. 24 Mar 2019.

Vancouver:

Landau HI. Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool. [Internet] [Doctoral dissertation]. University of Georgia; 2004. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/landau_harriet_i_200412_phd.

Council of Science Editors:

Landau HI. Recruiting employees with multicultural readiness and emotional intelligence: influencng the applicant pool. [Doctoral Dissertation]. University of Georgia; 2004. Available from: http://purl.galileo.usg.edu/uga_etd/landau_harriet_i_200412_phd


University of Georgia

5. Reynolds-Dobbs, Wendy Renee. Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness.

Degree: MS, Psychology, 2005, University of Georgia

 Since demographic trends are changing in the workplace, recruiting minority professionals is particularly imperative. Therefore, this study examines the influences of recruitment advertising. More specifically,… (more)

Subjects/Keywords: Diversity

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APA (6th Edition):

Reynolds-Dobbs, W. R. (2005). Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness. (Masters Thesis). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200508_ms

Chicago Manual of Style (16th Edition):

Reynolds-Dobbs, Wendy Renee. “Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness.” 2005. Masters Thesis, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200508_ms.

MLA Handbook (7th Edition):

Reynolds-Dobbs, Wendy Renee. “Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness.” 2005. Web. 24 Mar 2019.

Vancouver:

Reynolds-Dobbs WR. Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness. [Internet] [Masters thesis]. University of Georgia; 2005. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200508_ms.

Council of Science Editors:

Reynolds-Dobbs WR. Reactions to diversity recruitment: an examination of language, leadership, diversity statements and demographics on organizational attractiveness. [Masters Thesis]. University of Georgia; 2005. Available from: http://purl.galileo.usg.edu/uga_etd/reynolds-dobbs_wendy_r_200508_ms


San Jose State University

6. Smith, Iris Lenette. Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy.

Degree: MS, Psychology, 2018, San Jose State University

  Understanding the perspectives of others and appreciating their differences are important due to diversity increasing in society. However, research on diversity has seldom examined… (more)

Subjects/Keywords: Cognitive Empathy; Diveristy; Diversity Attitudes; Diversity Training Demographics; Diversity Traning; Empathy

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APA (6th Edition):

Smith, I. L. (2018). Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/4985

Chicago Manual of Style (16th Edition):

Smith, Iris Lenette. “Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy.” 2018. Masters Thesis, San Jose State University. Accessed March 24, 2019. https://scholarworks.sjsu.edu/etd_theses/4985.

MLA Handbook (7th Edition):

Smith, Iris Lenette. “Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy.” 2018. Web. 24 Mar 2019.

Vancouver:

Smith IL. Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy. [Internet] [Masters thesis]. San Jose State University; 2018. [cited 2019 Mar 24]. Available from: https://scholarworks.sjsu.edu/etd_theses/4985.

Council of Science Editors:

Smith IL. Diversity Training Outcomes: Assessing Impact of Diversity Training on Attitudes Towards Societal Diversity and Cognitive Empathy. [Masters Thesis]. San Jose State University; 2018. Available from: https://scholarworks.sjsu.edu/etd_theses/4985


University of Georgia

7. Grelle, Darrin. Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions.

Degree: MS, Psychology, 2006, University of Georgia

 The purpose of this study was to evaluate two possible explanations for the over-representation of Black men and Women in Diversity Management and related positions.… (more)

Subjects/Keywords: Diversity Management

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APA (6th Edition):

Grelle, D. (2006). Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions. (Masters Thesis). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/grelle_darrin_m_200605_ms

Chicago Manual of Style (16th Edition):

Grelle, Darrin. “Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions.” 2006. Masters Thesis, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/grelle_darrin_m_200605_ms.

MLA Handbook (7th Edition):

Grelle, Darrin. “Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions.” 2006. Web. 24 Mar 2019.

Vancouver:

Grelle D. Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions. [Internet] [Masters thesis]. University of Georgia; 2006. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/grelle_darrin_m_200605_ms.

Council of Science Editors:

Grelle D. Two alternative hypotheses explaining the over-representation of black men and women in diversity management positions. [Masters Thesis]. University of Georgia; 2006. Available from: http://purl.galileo.usg.edu/uga_etd/grelle_darrin_m_200605_ms


Xavier University

8. Urban, Alexander T. Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation.

Degree: MA, Psychology, 2013, Xavier University

 This paper examines several types of diversity, with diversity acceptance as a moderator, to identify their impact on how innovative a workgroup perceives it can… (more)

Subjects/Keywords: Psychology; workgroup; diversity; moderator

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APA (6th Edition):

Urban, A. T. (2013). Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation. (Masters Thesis). Xavier University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531

Chicago Manual of Style (16th Edition):

Urban, Alexander T. “Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation.” 2013. Masters Thesis, Xavier University. Accessed March 24, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531.

MLA Handbook (7th Edition):

Urban, Alexander T. “Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation.” 2013. Web. 24 Mar 2019.

Vancouver:

Urban AT. Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation. [Internet] [Masters thesis]. Xavier University; 2013. [cited 2019 Mar 24]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531.

Council of Science Editors:

Urban AT. Diversity Acceptance as a Moderator of Workgroup Diversity and Innovation. [Masters Thesis]. Xavier University; 2013. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511268406729531


Penn State University

9. Weaver, Kayla B. The impact of race, gender, and error type on leader ratings.

Degree: MS, Psychology, 2015, Penn State University

 This study examined the effect of error type, leader gender, and leader race on leadership ratings after an error occurred. A sample of 536 MTurk… (more)

Subjects/Keywords: leadership; leader error; diversity

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APA (6th Edition):

Weaver, K. B. (2015). The impact of race, gender, and error type on leader ratings. (Masters Thesis). Penn State University. Retrieved from https://etda.libraries.psu.edu/catalog/28924

Chicago Manual of Style (16th Edition):

Weaver, Kayla B. “The impact of race, gender, and error type on leader ratings.” 2015. Masters Thesis, Penn State University. Accessed March 24, 2019. https://etda.libraries.psu.edu/catalog/28924.

MLA Handbook (7th Edition):

Weaver, Kayla B. “The impact of race, gender, and error type on leader ratings.” 2015. Web. 24 Mar 2019.

Vancouver:

Weaver KB. The impact of race, gender, and error type on leader ratings. [Internet] [Masters thesis]. Penn State University; 2015. [cited 2019 Mar 24]. Available from: https://etda.libraries.psu.edu/catalog/28924.

Council of Science Editors:

Weaver KB. The impact of race, gender, and error type on leader ratings. [Masters Thesis]. Penn State University; 2015. Available from: https://etda.libraries.psu.edu/catalog/28924


San Jose State University

10. Campion, Michelle Maureen. The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect.

Degree: MS, Psychology, 2011, San Jose State University

Diversity in the workplace is a growing reality around the world as the globalizing economy has prompted the growth of work teams comprised of… (more)

Subjects/Keywords: Conflict; Diversity; Groups; Performance; Teams

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APA (6th Edition):

Campion, M. M. (2011). The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/4084

Chicago Manual of Style (16th Edition):

Campion, Michelle Maureen. “The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect.” 2011. Masters Thesis, San Jose State University. Accessed March 24, 2019. https://scholarworks.sjsu.edu/etd_theses/4084.

MLA Handbook (7th Edition):

Campion, Michelle Maureen. “The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect.” 2011. Web. 24 Mar 2019.

Vancouver:

Campion MM. The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect. [Internet] [Masters thesis]. San Jose State University; 2011. [cited 2019 Mar 24]. Available from: https://scholarworks.sjsu.edu/etd_theses/4084.

Council of Science Editors:

Campion MM. The Relationship Between Diversity and Performance in Major League Baseball Teams: Conflict's Mediating Effect. [Masters Thesis]. San Jose State University; 2011. Available from: https://scholarworks.sjsu.edu/etd_theses/4084


Colorado State University

11. Menendez, Jaclyn. Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The.

Degree: PhD, Psychology, 2018, Colorado State University

 This study explores the complex issue involving the individual and organizational factors that influence an applicant's disclosure of their disability status on job applications, as… (more)

Subjects/Keywords: Disclosure; Diversity; Disability; Support; Discrimination

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APA (6th Edition):

Menendez, J. (2018). Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The. (Doctoral Dissertation). Colorado State University. Retrieved from http://hdl.handle.net/10217/189351

Chicago Manual of Style (16th Edition):

Menendez, Jaclyn. “Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The.” 2018. Doctoral Dissertation, Colorado State University. Accessed March 24, 2019. http://hdl.handle.net/10217/189351.

MLA Handbook (7th Edition):

Menendez, Jaclyn. “Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The.” 2018. Web. 24 Mar 2019.

Vancouver:

Menendez J. Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The. [Internet] [Doctoral dissertation]. Colorado State University; 2018. [cited 2019 Mar 24]. Available from: http://hdl.handle.net/10217/189351.

Council of Science Editors:

Menendez J. Disclosure dilemma : when and why job applicants differ in disclosing their disability status, The. [Doctoral Dissertation]. Colorado State University; 2018. Available from: http://hdl.handle.net/10217/189351


UCLA

12. Danbold, Felix. Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat.

Degree: Psychology, 2017, UCLA

 Why do so many members of dominant groups (e.g., White Americans, men, etc.) express opposition to diversity? Three papers argue that a primary driver of… (more)

Subjects/Keywords: Social psychology; Diversity; Dominant Groups; Intergroup Relations

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APA (6th Edition):

Danbold, F. (2017). Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat. (Thesis). UCLA. Retrieved from http://www.escholarship.org/uc/item/2cm720fv

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Danbold, Felix. “Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat.” 2017. Thesis, UCLA. Accessed March 24, 2019. http://www.escholarship.org/uc/item/2cm720fv.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Danbold, Felix. “Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat.” 2017. Web. 24 Mar 2019.

Vancouver:

Danbold F. Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat. [Internet] [Thesis]. UCLA; 2017. [cited 2019 Mar 24]. Available from: http://www.escholarship.org/uc/item/2cm720fv.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Danbold F. Understanding Dominant Group Resistance to Social Change: The Role of Prototypicality Threat. [Thesis]. UCLA; 2017. Available from: http://www.escholarship.org/uc/item/2cm720fv

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

13. Downey, Stephanie Nicole. The mediating effect of inauthenticity on the relationship between diversity climate and engagement.

Degree: MS, Psychology, 2012, University of Georgia

 Fostering a successful climate for diversity can have many positive outcomes for organizations and their employees. This paper investigates the impact of diversity climate on… (more)

Subjects/Keywords: Diversity Climate

…LIST OF FIGURES Page Figure 1: Perceptions of Diversity Climate… …Diversity Policies by Engagement …..17 Figure 4: Inclusion… …Figure 7: Statistical Model of the Moderated Mediation with Diversity Climate Predicting… …Figure 9: Statistical Model of the Moderated Mediation with Diversity Policies Predicting… …Inauthenticity and Engagement 32 Figure 10: Perceptions of Diversity Policies on… 

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APA (6th Edition):

Downey, S. N. (2012). The mediating effect of inauthenticity on the relationship between diversity climate and engagement. (Masters Thesis). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/downey_stephanie_n_201212_ms

Chicago Manual of Style (16th Edition):

Downey, Stephanie Nicole. “The mediating effect of inauthenticity on the relationship between diversity climate and engagement.” 2012. Masters Thesis, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/downey_stephanie_n_201212_ms.

MLA Handbook (7th Edition):

Downey, Stephanie Nicole. “The mediating effect of inauthenticity on the relationship between diversity climate and engagement.” 2012. Web. 24 Mar 2019.

Vancouver:

Downey SN. The mediating effect of inauthenticity on the relationship between diversity climate and engagement. [Internet] [Masters thesis]. University of Georgia; 2012. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/downey_stephanie_n_201212_ms.

Council of Science Editors:

Downey SN. The mediating effect of inauthenticity on the relationship between diversity climate and engagement. [Masters Thesis]. University of Georgia; 2012. Available from: http://purl.galileo.usg.edu/uga_etd/downey_stephanie_n_201212_ms


Wesleyan University

14. Chavez, Olivia. Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?.

Degree: Psychology, 2016, Wesleyan University

  Standardized testing is a controversial topic that has gained national attention from the press. Testing is an issue that impacts students from the moment… (more)

Subjects/Keywords: Diversity; College; SAT; SAT Optional; Test Optional

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APA (6th Edition):

Chavez, O. (2016). Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?. (Masters Thesis). Wesleyan University. Retrieved from https://wesscholar.wesleyan.edu/etd_mas_theses/126

Chicago Manual of Style (16th Edition):

Chavez, Olivia. “Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?.” 2016. Masters Thesis, Wesleyan University. Accessed March 24, 2019. https://wesscholar.wesleyan.edu/etd_mas_theses/126.

MLA Handbook (7th Edition):

Chavez, Olivia. “Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?.” 2016. Web. 24 Mar 2019.

Vancouver:

Chavez O. Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?. [Internet] [Masters thesis]. Wesleyan University; 2016. [cited 2019 Mar 24]. Available from: https://wesscholar.wesleyan.edu/etd_mas_theses/126.

Council of Science Editors:

Chavez O. Diversity, Inequality and Predictive Power: Why Do Colleges Go SAT Optional?. [Masters Thesis]. Wesleyan University; 2016. Available from: https://wesscholar.wesleyan.edu/etd_mas_theses/126


California State University – San Bernardino

15. Bennett, Jazmine Mariah. AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE.

Degree: MSin Psychology, Psychology, 2017, California State University – San Bernardino

  While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee… (more)

Subjects/Keywords: diversity; inclusion; supervisor; Industrial and Organizational Psychology

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APA (6th Edition):

Bennett, J. M. (2017). AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE. (Thesis). California State University – San Bernardino. Retrieved from http://scholarworks.lib.csusb.edu/etd/441

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Bennett, Jazmine Mariah. “AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE.” 2017. Thesis, California State University – San Bernardino. Accessed March 24, 2019. http://scholarworks.lib.csusb.edu/etd/441.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Bennett, Jazmine Mariah. “AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE.” 2017. Web. 24 Mar 2019.

Vancouver:

Bennett JM. AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE. [Internet] [Thesis]. California State University – San Bernardino; 2017. [cited 2019 Mar 24]. Available from: http://scholarworks.lib.csusb.edu/etd/441.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Bennett JM. AN EXAMINATION OF THE RELATIONSHIP BETWEEN INCLUSIVE LEADERSHIP AND GENERAL ORGANIZATIONAL MEANS-EFFICACY: THE MEDIATING ROLES OF JUSTICE, TRUST, AND LEADER-MEMBER EXCHANGE. [Thesis]. California State University – San Bernardino; 2017. Available from: http://scholarworks.lib.csusb.edu/etd/441

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


University of Minnesota

16. Ajayi, Alex. Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches.

Degree: PhD, Psychology, 2018, University of Minnesota

 This study investigated Black racial ideology, or attitudes and beliefs Black/African Americans hold about what it means to be Black and how Black people should… (more)

Subjects/Keywords: African Americans; Diversity; Racial Identity; Racial Ideology

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Ajayi, A. (2018). Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches. (Doctoral Dissertation). University of Minnesota. Retrieved from http://hdl.handle.net/11299/201090

Chicago Manual of Style (16th Edition):

Ajayi, Alex. “Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches.” 2018. Doctoral Dissertation, University of Minnesota. Accessed March 24, 2019. http://hdl.handle.net/11299/201090.

MLA Handbook (7th Edition):

Ajayi, Alex. “Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches.” 2018. Web. 24 Mar 2019.

Vancouver:

Ajayi A. Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches. [Internet] [Doctoral dissertation]. University of Minnesota; 2018. [cited 2019 Mar 24]. Available from: http://hdl.handle.net/11299/201090.

Council of Science Editors:

Ajayi A. Racial Ideology and Psychosocial Implications among African Americans: Integrating Variable-Centered and Person-Centered Approaches. [Doctoral Dissertation]. University of Minnesota; 2018. Available from: http://hdl.handle.net/11299/201090


University of Colorado

17. Nunes, Ana Paula. Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages.

Degree: PhD, Psychology, 2011, University of Colorado

Diversity mandates framed in a legalistic manner that tend to take a preventative tone ("Do not discriminate or else risk a discrimination lawsuit") have… (more)

Subjects/Keywords: discrimination; diversity mandates; diversity policy; moral credentialing; stereotype suppression and rebound; Business Administration, Management, and Operations; Public Policy; Social Psychology

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APA (6th Edition):

Nunes, A. P. (2011). Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages. (Doctoral Dissertation). University of Colorado. Retrieved from http://scholar.colorado.edu/psyc_gradetds/108

Chicago Manual of Style (16th Edition):

Nunes, Ana Paula. “Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages.” 2011. Doctoral Dissertation, University of Colorado. Accessed March 24, 2019. http://scholar.colorado.edu/psyc_gradetds/108.

MLA Handbook (7th Edition):

Nunes, Ana Paula. “Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages.” 2011. Web. 24 Mar 2019.

Vancouver:

Nunes AP. Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages. [Internet] [Doctoral dissertation]. University of Colorado; 2011. [cited 2019 Mar 24]. Available from: http://scholar.colorado.edu/psyc_gradetds/108.

Council of Science Editors:

Nunes AP. Diversity Messages: The Short and Long-Term Effects of Legal vs. Value Messages. [Doctoral Dissertation]. University of Colorado; 2011. Available from: http://scholar.colorado.edu/psyc_gradetds/108


Portland State University

18. Taylor, Aisha Smith. Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory.

Degree: MS(M.S.) in Psychology, Psychology, 2011, Portland State University

  The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work.… (more)

Subjects/Keywords: Inclusion; Identity; Diversity climate; Diversity in the workplace; Work environment; Organizational justice; Quality of work life

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Taylor, A. S. (2011). Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. (Masters Thesis). Portland State University. Retrieved from http://pdxscholar.library.pdx.edu/open_access_etds/158

Chicago Manual of Style (16th Edition):

Taylor, Aisha Smith. “Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory.” 2011. Masters Thesis, Portland State University. Accessed March 24, 2019. http://pdxscholar.library.pdx.edu/open_access_etds/158.

MLA Handbook (7th Edition):

Taylor, Aisha Smith. “Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory.” 2011. Web. 24 Mar 2019.

Vancouver:

Taylor AS. Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. [Internet] [Masters thesis]. Portland State University; 2011. [cited 2019 Mar 24]. Available from: http://pdxscholar.library.pdx.edu/open_access_etds/158.

Council of Science Editors:

Taylor AS. Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. [Masters Thesis]. Portland State University; 2011. Available from: http://pdxscholar.library.pdx.edu/open_access_etds/158


University of Georgia

19. Dawson, Bryan Leighton. Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat.

Degree: PhD, Psychology, 2011, University of Georgia

 Organizations are becoming increasingly diverse with more women and people of color moving into managerial positions previously only held by White males. The experiences of… (more)

Subjects/Keywords: Stereotype Threat; Ethnic Identity; Diversity; Climate; Pioneers; Turnover Intentions

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Dawson, B. L. (2011). Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat. (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/dawson_bryan_l_201105_phd

Chicago Manual of Style (16th Edition):

Dawson, Bryan Leighton. “Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat.” 2011. Doctoral Dissertation, University of Georgia. Accessed March 24, 2019. http://purl.galileo.usg.edu/uga_etd/dawson_bryan_l_201105_phd.

MLA Handbook (7th Edition):

Dawson, Bryan Leighton. “Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat.” 2011. Web. 24 Mar 2019.

Vancouver:

Dawson BL. Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat. [Internet] [Doctoral dissertation]. University of Georgia; 2011. [cited 2019 Mar 24]. Available from: http://purl.galileo.usg.edu/uga_etd/dawson_bryan_l_201105_phd.

Council of Science Editors:

Dawson BL. Buffering stereotype threat in organizations: an analysis of successors, ethnic identity and inclusive organizations as buffers to stereotype threat. [Doctoral Dissertation]. University of Georgia; 2011. Available from: http://purl.galileo.usg.edu/uga_etd/dawson_bryan_l_201105_phd


Punjabi University

20. Chuhan, Shruti. A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups.

Degree: Psychology, 2012, Punjabi University

Included

References and Appendix included

Advisors/Committee Members: Sia, Surendra Kumar.

Subjects/Keywords: Psychology; Diversity; Acculturation; Agreeableness

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Chuhan, S. (2012). A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups. (Thesis). Punjabi University. Retrieved from http://shodhganga.inflibnet.ac.in/handle/10603/8007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Chuhan, Shruti. “A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups.” 2012. Thesis, Punjabi University. Accessed March 24, 2019. http://shodhganga.inflibnet.ac.in/handle/10603/8007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Chuhan, Shruti. “A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups.” 2012. Web. 24 Mar 2019.

Vancouver:

Chuhan S. A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups. [Internet] [Thesis]. Punjabi University; 2012. [cited 2019 Mar 24]. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/8007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Chuhan S. A study of perceived diversity climate in relation to organizational acculturation, agreeableness and previous acquaintance with various social groups. [Thesis]. Punjabi University; 2012. Available from: http://shodhganga.inflibnet.ac.in/handle/10603/8007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Wesleyan University

21. Alexander, Jalen J. More than a Seat at the Table: A New Path to Diversifying Statistics Education.

Degree: Psychology, 2015, Wesleyan University

Subjects/Keywords: Statistics; Education; Course Evaluation; Diversity

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Alexander, J. J. (2015). More than a Seat at the Table: A New Path to Diversifying Statistics Education. (Masters Thesis). Wesleyan University. Retrieved from https://wesscholar.wesleyan.edu/etd_mas_theses/110

Chicago Manual of Style (16th Edition):

Alexander, Jalen J. “More than a Seat at the Table: A New Path to Diversifying Statistics Education.” 2015. Masters Thesis, Wesleyan University. Accessed March 24, 2019. https://wesscholar.wesleyan.edu/etd_mas_theses/110.

MLA Handbook (7th Edition):

Alexander, Jalen J. “More than a Seat at the Table: A New Path to Diversifying Statistics Education.” 2015. Web. 24 Mar 2019.

Vancouver:

Alexander JJ. More than a Seat at the Table: A New Path to Diversifying Statistics Education. [Internet] [Masters thesis]. Wesleyan University; 2015. [cited 2019 Mar 24]. Available from: https://wesscholar.wesleyan.edu/etd_mas_theses/110.

Council of Science Editors:

Alexander JJ. More than a Seat at the Table: A New Path to Diversifying Statistics Education. [Masters Thesis]. Wesleyan University; 2015. Available from: https://wesscholar.wesleyan.edu/etd_mas_theses/110


Utah State University

22. Blume, Amabda K. Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students.

Degree: MS, Psychology, 2016, Utah State University

  Students of color experience numerous educational disadvantages compared to White students. These disadvantages begin in elementary school and continue into college and adulthood. Ethnic… (more)

Subjects/Keywords: diversity-related experiences; academic performance; ethnic minority; college students; Psychology

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Blume, A. K. (2016). Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students. (Masters Thesis). Utah State University. Retrieved from https://digitalcommons.usu.edu/etd/5089

Chicago Manual of Style (16th Edition):

Blume, Amabda K. “Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students.” 2016. Masters Thesis, Utah State University. Accessed March 24, 2019. https://digitalcommons.usu.edu/etd/5089.

MLA Handbook (7th Edition):

Blume, Amabda K. “Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students.” 2016. Web. 24 Mar 2019.

Vancouver:

Blume AK. Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students. [Internet] [Masters thesis]. Utah State University; 2016. [cited 2019 Mar 24]. Available from: https://digitalcommons.usu.edu/etd/5089.

Council of Science Editors:

Blume AK. Diversity-Related Experiences and Academic Performance Among Ethnic Minority College Students. [Masters Thesis]. Utah State University; 2016. Available from: https://digitalcommons.usu.edu/etd/5089


Penn State University

23. Fitzgerald, Dinora Rose. Decision Making Style Diversity and Faultlines in Teams.

Degree: MS, Psychology, 2013, Penn State University

 As the workplace continues to become increasingly diverse and complex, understanding how multifaceted forms of diversity affects team processes and performance is crucial. This study… (more)

Subjects/Keywords: diversity; decision making style; faultlines; teams; conflict; process conflict; conflict resolution

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APA (6th Edition):

Fitzgerald, D. R. (2013). Decision Making Style Diversity and Faultlines in Teams. (Masters Thesis). Penn State University. Retrieved from https://etda.libraries.psu.edu/catalog/19874

Chicago Manual of Style (16th Edition):

Fitzgerald, Dinora Rose. “Decision Making Style Diversity and Faultlines in Teams.” 2013. Masters Thesis, Penn State University. Accessed March 24, 2019. https://etda.libraries.psu.edu/catalog/19874.

MLA Handbook (7th Edition):

Fitzgerald, Dinora Rose. “Decision Making Style Diversity and Faultlines in Teams.” 2013. Web. 24 Mar 2019.

Vancouver:

Fitzgerald DR. Decision Making Style Diversity and Faultlines in Teams. [Internet] [Masters thesis]. Penn State University; 2013. [cited 2019 Mar 24]. Available from: https://etda.libraries.psu.edu/catalog/19874.

Council of Science Editors:

Fitzgerald DR. Decision Making Style Diversity and Faultlines in Teams. [Masters Thesis]. Penn State University; 2013. Available from: https://etda.libraries.psu.edu/catalog/19874


Penn State University

24. Sawyer, Katina. Heterosexual bias in the measurement of work-family conflict for same-sex couples.

Degree: PhD, Psychology, 2012, Penn State University

 Little is known about whether LBG individuals experience work-family conflict differently than heterosexual individuals. Because LGB individuals have been a silenced minority within the work-family… (more)

Subjects/Keywords: Diversity; LGBT; Sexuality; Work-family conflict; Workplace fairness; Intersectionality; Workplace Equity

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Sawyer, K. (2012). Heterosexual bias in the measurement of work-family conflict for same-sex couples. (Doctoral Dissertation). Penn State University. Retrieved from https://etda.libraries.psu.edu/catalog/16197

Chicago Manual of Style (16th Edition):

Sawyer, Katina. “Heterosexual bias in the measurement of work-family conflict for same-sex couples.” 2012. Doctoral Dissertation, Penn State University. Accessed March 24, 2019. https://etda.libraries.psu.edu/catalog/16197.

MLA Handbook (7th Edition):

Sawyer, Katina. “Heterosexual bias in the measurement of work-family conflict for same-sex couples.” 2012. Web. 24 Mar 2019.

Vancouver:

Sawyer K. Heterosexual bias in the measurement of work-family conflict for same-sex couples. [Internet] [Doctoral dissertation]. Penn State University; 2012. [cited 2019 Mar 24]. Available from: https://etda.libraries.psu.edu/catalog/16197.

Council of Science Editors:

Sawyer K. Heterosexual bias in the measurement of work-family conflict for same-sex couples. [Doctoral Dissertation]. Penn State University; 2012. Available from: https://etda.libraries.psu.edu/catalog/16197


UCLA

25. Jurcevic, Ines. Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias.

Degree: Psychology, 2016, UCLA

 Managing diversity is challenging—both for organizations and members of negatively stereotyped groups within those organizations. As a result, many organizations implement structures, such as formal… (more)

Subjects/Keywords: Social psychology; diversity; intergroup; prejudice concerns; prejudice expression

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APA (6th Edition):

Jurcevic, I. (2016). Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias. (Thesis). UCLA. Retrieved from http://www.escholarship.org/uc/item/3zc8495z

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Jurcevic, Ines. “Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias.” 2016. Thesis, UCLA. Accessed March 24, 2019. http://www.escholarship.org/uc/item/3zc8495z.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Jurcevic, Ines. “Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias.” 2016. Web. 24 Mar 2019.

Vancouver:

Jurcevic I. Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias. [Internet] [Thesis]. UCLA; 2016. [cited 2019 Mar 24]. Available from: http://www.escholarship.org/uc/item/3zc8495z.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Jurcevic I. Navigating Diverse Contexts: When Diverse Environments Unintentionally Facilitate Prejudice and Strategies for Mitigating Bias. [Thesis]. UCLA; 2016. Available from: http://www.escholarship.org/uc/item/3zc8495z

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


University of California – Berkeley

26. Goren, Matt J. White identity and intergroup attitudes: A meta-analysis and review.

Degree: Psychology, 2014, University of California – Berkeley

 Despite growing social scientific interest in White racial identification, how White identity predicts intergroup attitudes remains unclear. Across the literature, results are ambiguous and often… (more)

Subjects/Keywords: Psychology; diversity; interracial contact; racial identity; White identity

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APA (6th Edition):

Goren, M. J. (2014). White identity and intergroup attitudes: A meta-analysis and review. (Thesis). University of California – Berkeley. Retrieved from http://www.escholarship.org/uc/item/27j640ms

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Goren, Matt J. “White identity and intergroup attitudes: A meta-analysis and review.” 2014. Thesis, University of California – Berkeley. Accessed March 24, 2019. http://www.escholarship.org/uc/item/27j640ms.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Goren, Matt J. “White identity and intergroup attitudes: A meta-analysis and review.” 2014. Web. 24 Mar 2019.

Vancouver:

Goren MJ. White identity and intergroup attitudes: A meta-analysis and review. [Internet] [Thesis]. University of California – Berkeley; 2014. [cited 2019 Mar 24]. Available from: http://www.escholarship.org/uc/item/27j640ms.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Goren MJ. White identity and intergroup attitudes: A meta-analysis and review. [Thesis]. University of California – Berkeley; 2014. Available from: http://www.escholarship.org/uc/item/27j640ms

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


UCLA

27. White, Samantha Jane Almaraz Simmons. Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?.

Degree: Psychology, 2013, UCLA

 Young adolescents spend the majority of their time in school, yet little is known about how the school context is associated with their prosocial conduct.… (more)

Subjects/Keywords: Psychology; ethnic diversity; prosocial behavior; school context; teaming

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APA (6th Edition):

White, S. J. A. S. (2013). Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?. (Thesis). UCLA. Retrieved from http://www.escholarship.org/uc/item/8cw7w953

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

White, Samantha Jane Almaraz Simmons. “Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?.” 2013. Thesis, UCLA. Accessed March 24, 2019. http://www.escholarship.org/uc/item/8cw7w953.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

White, Samantha Jane Almaraz Simmons. “Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?.” 2013. Web. 24 Mar 2019.

Vancouver:

White SJAS. Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?. [Internet] [Thesis]. UCLA; 2013. [cited 2019 Mar 24]. Available from: http://www.escholarship.org/uc/item/8cw7w953.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

White SJAS. Prosocial Conduct in Urban Middle Schools: Do Young Adolescents' Experiences of the School Context Matter?. [Thesis]. UCLA; 2013. Available from: http://www.escholarship.org/uc/item/8cw7w953

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Virginia Commonwealth University

28. Simpson, Courtney C. Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE.

Degree: PhD, Psychology, 2018, Virginia Commonwealth University

  Obesity and eating disorders are pervasive concerns among young adult women, and profoundly impact physical and psychological functioning. Weight-related disorders are typically chronic conditions;… (more)

Subjects/Keywords: eating disorders; obesity; prevention; weight gain; body image; diversity; cultural sensitivity

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APA (6th Edition):

Simpson, C. C. (2018). Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE. (Doctoral Dissertation). Virginia Commonwealth University. Retrieved from https://scholarscompass.vcu.edu/etd/5644

Chicago Manual of Style (16th Edition):

Simpson, Courtney C. “Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE.” 2018. Doctoral Dissertation, Virginia Commonwealth University. Accessed March 24, 2019. https://scholarscompass.vcu.edu/etd/5644.

MLA Handbook (7th Edition):

Simpson, Courtney C. “Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE.” 2018. Web. 24 Mar 2019.

Vancouver:

Simpson CC. Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE. [Internet] [Doctoral dissertation]. Virginia Commonwealth University; 2018. [cited 2019 Mar 24]. Available from: https://scholarscompass.vcu.edu/etd/5644.

Council of Science Editors:

Simpson CC. Integrating Obesity and Eating Disorder Prevention: A Pilot and Feasibility Trial of INSPIRE. [Doctoral Dissertation]. Virginia Commonwealth University; 2018. Available from: https://scholarscompass.vcu.edu/etd/5644


Xavier University

29. Prickett, Joshua L. Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction.

Degree: MA, Psychology, 2013, Xavier University

 The current study aimed to examine the impact of including the LGBT minority in diversity messaging on applicants' organizational attraction. A total of 226 participants… (more)

Subjects/Keywords: Psychology; Lesbian; Gay; Bisexual; Transgender; Company Diversity Initiatives; Organizational Attraction

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APA (6th Edition):

Prickett, J. L. (2013). Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction. (Masters Thesis). Xavier University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511355838519412

Chicago Manual of Style (16th Edition):

Prickett, Joshua L. “Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction.” 2013. Masters Thesis, Xavier University. Accessed March 24, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511355838519412.

MLA Handbook (7th Edition):

Prickett, Joshua L. “Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction.” 2013. Web. 24 Mar 2019.

Vancouver:

Prickett JL. Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction. [Internet] [Masters thesis]. Xavier University; 2013. [cited 2019 Mar 24]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511355838519412.

Council of Science Editors:

Prickett JL. Effect of Including the Lesbian, Gay, Bisexual, and Transgender Minority in Company Diversity Initiatives on Organizational Attraction. [Masters Thesis]. Xavier University; 2013. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511355838519412


Loyola University Chicago

30. Bihary, Joseph. Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies.

Degree: PhD, Psychology, 2016, Loyola University Chicago

  The two studies presented here examined factors that might affect teams’ and individuals’ tendency to follow outside advice when attempting to solve a complex… (more)

Subjects/Keywords: Confidence; Cryptographic; Diversity; Groups; Problem-Solving; Teams; Experimental Analysis of Behavior

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APA (6th Edition):

Bihary, J. (2016). Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies. (Doctoral Dissertation). Loyola University Chicago. Retrieved from https://ecommons.luc.edu/luc_diss/2119

Chicago Manual of Style (16th Edition):

Bihary, Joseph. “Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies.” 2016. Doctoral Dissertation, Loyola University Chicago. Accessed March 24, 2019. https://ecommons.luc.edu/luc_diss/2119.

MLA Handbook (7th Edition):

Bihary, Joseph. “Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies.” 2016. Web. 24 Mar 2019.

Vancouver:

Bihary J. Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies. [Internet] [Doctoral dissertation]. Loyola University Chicago; 2016. [cited 2019 Mar 24]. Available from: https://ecommons.luc.edu/luc_diss/2119.

Council of Science Editors:

Bihary J. Performance of Individuals and Teams on Cryptographic Tasks: Factors That Affect the Consideration of Alternative Strategies. [Doctoral Dissertation]. Loyola University Chicago; 2016. Available from: https://ecommons.luc.edu/luc_diss/2119

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