Gender Diversity Programs, Perceived Potential for Advancement, and Organizational Attractiveness
通过实验比较美国和法国女性对组织性别多样性项目的反应，发现感知晋升潜力是影响组织吸引力的中介机制，且国家与个人特征调节这一效应。
We conducted an experimental study to compare the effects of organization-sponsored gender diversity management programs on women’s evaluations of organizational attractiveness in two countries: the United States and France. Importantly, we examined perceived potential for advancement as a mediator of the relationship, thus elaborating on an underlying mechanism implied by signaling theory. Results from a sample of 230 women in the United States and France provided overall support for the model. We found that country and individual characteristics affect how diversity management signals are translated into perceptions of the organization. We discuss the theoretical and practical contributions of the study, as well as limitations and opportunities for future research.