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Perceptions of workplace diversity a...

Ebron, Christopher J.

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Perceptions of workplace diversity among park districts in Illinois.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Perceptions of workplace diversity among park districts in Illinois./
作者:	Ebron, Christopher J.
面頁冊數:	73 p.
附註:	Source: Masters Abstracts International, Volume: 44-05, page: 2161.
Contained By:	Masters Abstracts International44-05.
標題:	Political Science, Public Administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1435578
ISBN:	9780542647321

Perceptions of workplace diversity among park districts in Illinois.
Ebron, Christopher J.

Perceptions of workplace diversity among park districts in Illinois. - 73 p.

Source: Masters Abstracts International, Volume: 44-05, page: 2161.

Thesis (M.S.Ed.)--Southern Illinois University at Carbondale, 2006.

The purpose of this study was to examine perceptions toward workplace diversity among park districts in Illinois. The sites of the study were park districts in Illinois. The participants were professional-level people working at the agencies. (N=291) Participants were divided into three groups based on their professional profiles (entry level, supervisory level, administrative level).

ISBN: 9780542647321Subjects--Topical Terms:

1017438
Political Science, Public Administration.

Perceptions of workplace diversity among park districts in Illinois.
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245 1 0 $a Perceptions of workplace diversity among park districts in Illinois.
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500 $a Source: Masters Abstracts International, Volume: 44-05, page: 2161.
500 $a Adviser: Jim Glover.
502 $a Thesis (M.S.Ed.)--Southern Illinois University at Carbondale, 2006.
520 $a The purpose of this study was to examine perceptions toward workplace diversity among park districts in Illinois. The sites of the study were park districts in Illinois. The participants were professional-level people working at the agencies. (N=291) Participants were divided into three groups based on their professional profiles (entry level, supervisory level, administrative level).
520 $a Important results included the following. (1) Younger employees have less confidence than older ones that their agencies are committed to building diverse staff and that promotional opportunity is fair regardless of age or gender. (2) Females differed from males on seven out of 20 perceptions. In each of those seven cases, it was the females who had lower agreement scores with positive statements regarding their agencies' commitment to building diverse staff and agencies' promotion practices being fair to all groups, ability levels, genders, and racial groups. (3) Respondents in lower levels of leadership had lower agreement scores with positive statements regarding their agencies' promotion practices being fair to all groups and genders. (Abstract shortened by UMI.)
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