{"id":{"repo_id":"ku","oai_identifier":"oai:kuscholarworks.ku.edu:1808/32128"},"canonical_url":"https://search.dev.ndltd.org/etd/ku/oai:kuscholarworks.ku.edu:1808/32128","repository":{"repo_id":"ku","name":"University of Kansas","base_url":"https://kuscholarworks.ku.edu/server/oai/request"},"display":{"title":"Perceptions of diversity management and organizational attractiveness: Exploring the effects of gender, ethnicity, and type of recruitment advertisement","abstract":"This study examined the effects of gender, ethnicity, and the type of organizational recruitment advertisements on college students' (N = 357) evaluations of organizational attractiveness and diversity management. Participants were randomly assigned two different types of organizational recruitment advertisement: one contained a Diversity Management/Affirmative Action statement; the other did not have such statement. Participants then answered questions that measured organizational diversity management. Analysis of Variance was conducted to test the two research hypotheses. Supporting Hypothesis 1, results indicated that women and minority members endorsed diversity management more than men and European Americans did respectively. In addition, results indicated that participants were more attracted to the organization if the Diversity Management/Affirmative Action statement was included in its job advertisement. Results were discussed in the context of the organizational attractiveness literature and organizational identification.","abstract_html":"This study examined the effects of gender, ethnicity, and the type of organizational recruitment advertisements on college students' (N = 357) evaluations of organizational attractiveness and diversity management. Participants were randomly assigned two different types of organizational recruitment advertisement: one contained a Diversity Management/Affirmative Action statement; the other did not have such statement. Participants then answered questions that measured organizational diversity management. Analysis of Variance was conducted to test the two research hypotheses. Supporting Hypothesis 1, results indicated that women and minority members endorsed diversity management more than men and European Americans did respectively. In addition, results indicated that participants were more attracted to the organization if the Diversity Management/Affirmative Action statement was included in its job advertisement. Results were discussed in the context of the organizational attractiveness literature and organizational identification.","abstract_has_math":false,"creators":["Villamil, Astrid M."],"institution":"University of Kansas","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2007,"date_issued":"2007-05-31","date_published":"2007-05-31","updated_at":"2026-07-24T02:45:07Z","subjects":["Social sciences","Language, literature and linguistics"],"languages":[],"rights":["This item is protected by copyright and unless otherwise specified the copyright of this thesis/dissertation is held by the author."],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/1808/32128","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Villamil, Astrid M."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2021-10-08T19:32:28Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2021-10-08T19:32:28Z"]},{"key":"dc:date.issued","label":"Date","values":["2007-05-31"]},{"key":"dc:publisher","label":"Institution","values":["University of Kansas"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Social sciences","Language, literature and linguistics"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["This item is protected by copyright and unless otherwise specified the copyright of this thesis/dissertation is held by the author."]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/1808/32128"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Thesis (M.A.)--University of Kansas, Communication Studies, 2007."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study examined the effects of gender, ethnicity, and the type of organizational recruitment advertisements on college students' (N = 357) evaluations of organizational attractiveness and diversity management. Participants were randomly assigned two different types of organizational recruitment advertisement: one contained a Diversity Management/Affirmative Action statement; the other did not have such statement. Participants then answered questions that measured organizational diversity management. Analysis of Variance was conducted to test the two research hypotheses. Supporting Hypothesis 1, results indicated that women and minority members endorsed diversity management more than men and European Americans did respectively. In addition, results indicated that participants were more attracted to the organization if the Diversity Management/Affirmative Action statement was included in its job advertisement. Results were discussed in the context of the organizational attractiveness literature and organizational identification."]},{"key":"dc:title","label":"Title","values":["Perceptions of diversity management and organizational attractiveness: Exploring the effects of gender, ethnicity, and type of recruitment advertisement"]}]}],"canonical_facts":{"dc:creator":["Villamil, Astrid M."],"dc:date.accessioned":["2021-10-08T19:32:28Z"],"dc:date.available":["2021-10-08T19:32:28Z"],"dc:date.issued":["2007-05-31"],"dc:description":["Thesis (M.A.)--University of Kansas, Communication Studies, 2007."],"dc:description.abstract":["This study examined the effects of gender, ethnicity, and the type of organizational recruitment advertisements on college students' (N = 357) evaluations of organizational attractiveness and diversity management. Participants were randomly assigned two different types of organizational recruitment advertisement: one contained a Diversity Management/Affirmative Action statement; the other did not have such statement. Participants then answered questions that measured organizational diversity management. Analysis of Variance was conducted to test the two research hypotheses. Supporting Hypothesis 1, results indicated that women and minority members endorsed diversity management more than men and European Americans did respectively. In addition, results indicated that participants were more attracted to the organization if the Diversity Management/Affirmative Action statement was included in its job advertisement. Results were discussed in the context of the organizational attractiveness literature and organizational identification."],"dc:identifier.uri":["http://hdl.handle.net/1808/32128"],"dc:publisher":["University of Kansas"],"dc:rights":["This item is protected by copyright and unless otherwise specified the copyright of this thesis/dissertation is held by the author."],"dc:subject":["Social sciences","Language, literature and linguistics"],"dc:title":["Perceptions of diversity management and organizational attractiveness: Exploring the effects of gender, ethnicity, and type of recruitment advertisement"],"dc:type":["Thesis"]},"updated_at":"2026-07-24T02:45:07Z"}