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Loriann Roberson
Researcher at Arizona State University
Publications - 6
Citations - 959
Loriann Roberson is an academic researcher from Arizona State University. The author has contributed to research in topics: Diversity training & Human resource management. The author has an hindex of 5, co-authored 6 publications receiving 913 citations.
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Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions:
TL;DR: In this article, the role of voice in creating positive attitudes in performance appraisal context was examined, and two aspects of voice, instrumental and non-instrumental, were assessed.
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Stereotype threat and feedback seeking in the workplace
TL;DR: This article investigated the relationship of stereotype threat to feedback seeking and feedback acceptance in a sample of 166 African American managers and found that solo status in the work group predicted perceptions of stereotype threats.
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Designing effective diversity training: Influence of group composition and trainee experience.
TL;DR: The authors examined how training group composition and trainee experience interact to influence the effects of diversity training on cognitive, affective, and behavioral outcomes and found that trainees with prior experience with diversity training responded most positively to training groups homogeneous with respect to racioethnicity and nationality.
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Using Needs Assessment to Resolve Controversies in Diversity Training Design
TL;DR: The need assessment is an important element in training design, and organizational diversity training programs are frequently criticized for their lack of attention to the needs assessment process as mentioned in this paper, which is a common issue in diversity training.
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Moderating effects of goal orientation on the negative consequences of gender-based preferential selection
TL;DR: In this article, the authors examined the moderating effect of situationally induced goal orientation on the negative effects of gender-based preferential selection for women and the extent to which ability perceptions mediate the impact of selection method.