Date of Conferral

2020

Degree

Ph.D.

School

Psychology

Advisor

Marlon Sukal

Abstract

There is limited research on the impact of diversity and inclusion programs on the organizational commitment levels of Black Millennials. This quantitative study, which was guided by social identity theory, examined discrimination in the corporate workplace faced by Black Millennials, born between 1977 and 2000, and how it influences their organizational commitment. The purpose was to examine whether the presence of diversity and inclusion programs moderated the relationship between perceived discrimination and organizational commitment. In line with this purpose, 3 research questions were formulated. Data were collected from143 Black Millennials using the Organizational Commitment Questionnaire and the Perceived Discrimination Against Minorities Measure. The results of the analysis, using regression analysis procedures, indicated that perceived discrimination scores significantly predicted organizational commitment, but that the presence of a diversity and inclusion program did not moderate the relationship between perceived discrimination and organizational commitment. It was also found that Black Millennials working in organizations with a diversity and inclusion program had a significantly higher mean organizational commitment score compared to Black Millennials working in organizations with no diversity and inclusion programs. The study suggests that such programs can increase Black Millennials’ organizational commitment, but additional research is necessary to determine how these programs can most effectively reduce workplace discrimination and improve the workplace experiences of this population.

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