Molly B Pepper
Biographic Data
| ID | 4083585 |
|---|---|
| NAME | Molly B Pepper |
| GIVEN NAMES | Molly B |
| FAMILY NAME | Pepper |
| SIGNATURE | PEPPER M B |
| AFFILIATIONS | Gonzaga University |
| VERIFIED | No |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 29 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2001 |
| LATEST PUBLICATION YEAR | 2014 |
| H-INDEX | 2 |
Multicultural ethics and diversity discourse
Purpose – Responses to diversity management have resulted in disappointment to many organizations (Cox, 2001). Previous work has situated rational for diversity in deontological ethics by equality scholars, while the business case for diversity has commonly rested on utilitarian ethics (van Dijk et al. , 2012). The purpose of this paper is to examine a possible shift in rational for diversity – to explore if and how the ethic of care has been uti…
Transparency and trust as antecedents to perceptions of commitment to stated diversity goals
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
Multicultural ethics and diversity discourse
Purpose – Responses to diversity management have resulted in disappointment to many organizations (Cox, 2001). Previous work has situated rational for diversity in deontological ethics by equality scholars, while the business case for diversity has commonly rested on utilitarian ethics (van Dijk et al. , 2012). The purpose of this paper is to examine a possible shift in rational for diversity – to explore if and how the ethic of care has been uti…
Transparency and trust as antecedents to perceptions of commitment to stated diversity goals
Designing effective diversity training
Despite the popularity of diversity training in corporate America, a lack of systematic evaluation has left managers with little guidance on how to design effective diversity training programmes. In this research, we examine how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes. Results indicate that trainees with prior experience with diversi…
The rich get richer
This research examined whether trainee demographics and pre‐training competence predicted participation in voluntary diversity training. Results indicate that demographic variables had no impact on interest in training (Study One) or on actual training participation (Study Two). However, pre‐training competence levels had a positive effect on both outcomes. More competent trainees expressed more interest in additional training (Study One) and wer…
Transparency and trust as antecedents to perceptions of commitment to stated diversity goals
Multicultural ethics and diversity discourse
Purpose – Responses to diversity management have resulted in disappointment to many organizations (Cox, 2001). Previous work has situated rational for diversity in deontological ethics by equality scholars, while the business case for diversity has commonly rested on utilitarian ethics (van Dijk et al. , 2012). The purpose of this paper is to examine a possible shift in rational for diversity – to explore if and how the ethic of care has been uti…
Political science (4 works) · Psychology (4 works) · Social Psychology (4 works) · Diversity (politics (3 works) · Social Psychology (3 works) · Cultural diversity (2 works) · Diversity training (2 works) · Human Resource Development and Performance Evaluation (2 works) · Law (2 works) · Nonprofit Sector and Volunteering (2 works)