Assessing cultural diversity : a case study on attitudes in health care / by Deborah C. Davis.

Format:

Book

Manuscript

Microformat

Thesis/Dissertation

Author/Creator:

Davis, Deborah C.

Contributor:

Vaughan, Peter B., advisor.

University of Pennsylvania.

Language:

English

Subjects (All):

Penn dissertations--Social Work.

Social Work--Penn dissertations.

Local Subjects:

Penn dissertations--Social Work.

Social Work--Penn dissertations.

Physical Description:

xi, 153 pages ; 29 cm

Production:

2000.

Summary:

The purpose of this study was to assess the organizational climate and employee receptivity towards cultural diversity in a predominantly white academic medical center located in a small non-urban community in the North Eastern United States. The Medical Center has advocated for diversity for several years but evidence of a changing workforce is limited.

The Medical Center Diversity Climate Assessment, an exploratory pilot study, examined employees' attitudes and perceptions toward diversity. The objective was to provide insight for the organization in determining the most appropriate and meaningful measures for promoting and achieving workplace diversity. The assessment consisted of The Medical Center Diversity Climate Survey, a 61-item self-administered instrument, and Employee Focus Groups. A representative sample (gender, race, and job classification) encompassed 700 employees (11% of all employees). Employees were then randomly selected and assigned to one of three measures (1) pilot the survey, n = 10; (2) survey, n = 600; (3) employee focus groups, n = 90.

Survey items were clustered into sub-scales (N = 9) based on their affinity. The Cronbach's alpha was used to measure reliability and consistency of the sub-scales. An acceptable range was set at .645--1.0. Sub-scales were then measured by four independent variables: race, gender, job classification, and minority/non-minority self-identification. When applicable, a Oneway Analysis of Variance measured group means. ANOVAs or t-tests measured group mean differences. A Chi-Square Analysis tested the association between selected survey items. Level of significance was established at p < .05 for the ANOVA and Chi-Square analyses. The Pearson's r was used to measure the relationship between sub-scales. A lower limit of .50 was established.

Two hundred and sixty-six (266) persons, representing a 43.6% response rate, returned completed surveys to the researcher through the campus mail. Responses were completely anonymous. Twenty-seven (27) employees, representing a 30% response rate, responded to a personal written invitation for the focus groups.

Results revealed in general there is positive regard for diversity and the organization's efforts. However, significant differences were prevalent for race and minority/non-minority self-identification but not for gender and job classification. Minority/non-minority self-identification crossed racial lines. Minorities felt less positive about the organization's stand and commitment on diversity compared to non-minorities. These differing views will help determine appropriate diversity interventions.

Notes:

Thesis (D.S.W. in Social Work)--School of Social Work, University of Pennsylvania, 2000.

Includes bibliographical references.

Local Notes:

University Microfilms order no.: 9981399.

OCLC:

244972308