| The purpose of this research was to determine the extent to which employee receptivity to diversity and diversity management varied by gender, race and values in an overseas U.S. Navy Medical Treatment Facility (MTF). This research tested variables important to understanding gender and race differences in receptivity to diversity in an organizational setting. Data was collected by mail from 328 hospital employees. Employee attitudes toward receptivity to diversity and values were measured using previously established receptivity to diversity and value scales.; Eight hypotheses were developed regarding the relationships between different variables. Eight exploratory research questions were included to determine the extent to which a relationship existed between diversity and values by gender and race. Two receptivity to diversity dimensions were tested using Analysis Of Variance (ANOVA). The two receptivity to diversity dimensions, two value dimensions (instrumental and terminal), and demographic data were evaluated using canonical correlation analysis (a generalized form of multivariate analysis of variance or MANOVA).; The findings of the eight exploratory research questions provided a better understanding of how the diversity and value variables relate both in strength and the nature of their relationship.; The conclusions and recommendations of this study are as follows: (1) in general, employees are receptive to diversity and diversity management; (2) employees may associate with people who are familiar or similar to themselves; (3) conflicts may increase with diversity; (4) leaders who recognize and understand employee preferences based on race and gender will be better prepared to encourage a diverse workforce to work together towards a common goal; (5) diversity management can be a benefit to employees and organizations; (6) receptivity to diversity is thought to be a prerequisite of diversity management; (7) hiring the right staff, focusing on team skills, diversity training, conducting audits and leadership support are important in achieving diversity management.; Similar studies should be conducted to confirm the results of this study, and to find ways to improve diversity management in organizations. |
