Date of Conferral

2021

Degree

Ph.D.

School

Psychology

Advisor

Brian Cesario

Abstract

The purpose of this quantitative study was to examine gender-diversity training content and design and their effect on employees perceived organizational justice. A total of 205 employees specializing in science, technology, engineering, mathematics, and finance (STEM&F) participated in this study. A quantitative quasi-experimental study design occurred with a baseline, posttraining, and 2-month final follow-up. A mixed ANOVA was run to test for mean differences for Colquitt’s Organizational Justice Scale (COJS) overall and subscale scores. Baseline, posttraining, and final scores were compared by intervention and control group. There was a statistically significant interaction within intervention between time and groups (F(2,406) = 12.247, p < .01, partial η2 = .057), as well as overall COJS score (F(2,406) = 7.57, p < .01, partial η2 = .036). Interpersonal justice results demonstrated there was not a statistically significant interaction within intervention between time and groups; however, there was a statistically significant interaction between the intervention and time on interpersonal score. Informational justice results demonstrated a statistically significant interaction within intervention between time and groups; however, there was no statistically significant interaction between the intervention and time on informational justice score. More research is needed to determine if the results are applicable for other protected classes, STEM&F, and/or other industries. The results can help promote positive social change through diversity training in local governments and businesses. It may also provide new pathways to encourage women in the STEM&F system by decreasing gender stereotypes.

Download

Share

 
COinS