Diversity management programs and organizational attractiveness: Testing a theoretical framework

Abstract

We present a theory-driven typology of diversity management programs rooted in research on acculturation strategies and values. We apply this typology to the recruitment context, presenting workplace attributions and person-organization fit perceptions as mediators of the relationship between diversity management program characteristics and potential recruits' perceptions of organizational attractiveness. We also hypothesize that this relationship is moderated by demographic characteristics. Next, we present and discuss an experimental study designed to test our model. Finally, we discuss the theoretical and practical implications of our work.