The development of a needs analysis instrument for cultural diversity training: WDQ -II.

摘要

Cultural competence has become critical to success in the global business environment due to changing workforce demographics and customer bases. Corporate initiatives have been largely incomplete, unsuccessful, or inconclusive. Diversity programs are more likely to result in systemic change when personal and organizational beliefs and values have been identified and incorporated into an overall plan. Needs analysis provides an empirical approach to accomplish such an objective.;There is no lack of persuasive argument about the benefits of valuing diversity. Several disciplines have contributed to the research literature: education, healthcare, the social sciences, and organizational studies; yet no research exists that incorporates thinking from across disciplines to first evaluate diversity awareness within an environment, then utilize that information to develop training interventions that result in desired changes.;The purpose of this study was to develop and test a needs analysis instrument that evaluates diversity climate in organizations. Building from previous factor analytic research (Larkey, 1996; Dahm, Willems, & Frankiewicz, 2001), a 53-item Likert instrument (WDQ-II) was constructed comprising eight dimensions of multicultural interaction. Data were collected over a four-week period from 265 employees of a public organization, after which a three-phase statistical analysis was conducted to test the reliability and construct validity of the instrument.;First, the integrity of the instrument was examined. Alpha factor analysis corroborated the presence of the eight dimensions and tested for essential unidimensionality. Second, item response was used to determine the metric properties and develop information functions by item and by subscale. Results of the IRT analysis permitted concise conclusions on the properties and importance of each item and subscale to the overall instrument. Confirmatory factor analysis determined that the proposed model fit the data. Finally, detail of the construct validity testing provided substantive arguments for minor model revisions without loss of information.;Confirmation of the WDQ-II as a measurement tool permits the development of diversity training modules corresponding to each embedded dimension. Transfer of training---permanent changes in attitudes and behaviors---is more likely to occur when training objectives are derived from needs analysis specific to the work climate.