Job Orientation of Black and White College Graduates in Business

Abstract

Differences in job orientation between black and white male and female business college graduates were examined. Significant race differences were found on 10 of 25 job characteristics, with blacks rating 9 of these more important than whites. Significant race by sex interactions exist on four characteristics, while sex differences were found on nine. Factor analysis indicates that blacks value long-range career objectives and structure considerably more than do whites, while their preference for intrinsic and extrinsic factors was less pronounced. Methods by which organizations can satisfy the greater importance placed on many job characteristics by blacks are explored.PROGRESSIVE business organizations generally attempt to fulfill the needs of their employees by structuring jobs which result in motivated, satisfied, and productive workers. As increasing numbers of blacks enter managerial positions in industry which were formerly reserved primarily for whites, employers are faced with the task of maintaining the efficiencies of standardized jobs and, at the same time, fulfilling the needs of both black and white management employees. Thus, it is vital that the business community determine if blacks and whites expect the same things from a job, or if black expectations differ from those of whites. Williams (1975) points out that because of cultural diversity, organizations will continue to encounter a wide spectrum of socio-political administrative problems. If this is the case, then business firms must consider the The authors extend their appreciation to Courtney Brooks for her assistance and helpful comments in the preparation of this manuscript.White mean rating minus black mean rating. Table 2 for signilkant ANOVA race effects. See Factor loadinggreater than or equal to .40.

Race and the development of career interest in accounting

“…While classification and credit hours were both significant, race remained highly significant at p = .001. Brenner and Tomkiewicz (1982) in which African-Americans scored higher on almost all values tested. To the extent that values reflect objectives a person seeks to obtain in his or her career, this result suggests that African-American respondents desire more from a career than Caucasian respondents.…”

“…Two published studies have specifically examined differences in work-related values between African-Americans and other races. Brenner and Tomkiewicz (1982) surveyed African-American and Caucasian business students and found that African-Americans scored higher on many job values. They interpreted this finding as suggesting that African-Americans wanted more from a job than Caucasians.…”

Comparative work values among future managers in China and the USA

“…Twenty-one statements about work goals were derived from Manhardt's (1972) classic work values scale and slightly changed (Brenner and Tomkiewicz, 1982;Bu and McKeen, 2001). The survey was designed to measure job orientation of the business students from the USA and China.…”

African American and European American Women's Visions of Workplace Conflict: A Metaphorical Analysis

“…Brennen and Blazini (1988) as well as Brennen and Tomkiewicz (1982) reported that African Americans in work settings tend to value independence more than doWhites.This emphasis on independence at work has also been linked to African American managers placing value on asserting themselves on the job (Milbourn & Cuba, 1980). These differences in communicative behaviors and values may result from what Bell and Nkomo (2001) referred to as separate paths.…”