| Recent Diversity Research at the Defense Equal Opportunity Management Institute (DEOMI): 1992-1996 |
OCT 96 |
21 pages |
| Authors:
Stephen B. Knouse; Dan Landis; Mickey R. Dansby; DEFENSE EQUAL OPPORTUNITY MANAGEMENT INST PATRICK AFB FL
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 | This report presents three major recent research streams occurring at the Defense Equal Opportunity Management Institute (DEOMI). The first involves equal opportunity climate research, which covers the development, use, and organizational correlates of the Military Equal Opportunity Climate Survey (MEOCS) and its variations. The second covers intercultural training research, which focuses on internal and external evaluations of DEOMI's equal opportunity training programs. The third entails research in military discipline: models ... |
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| The Development and Construct Validation of the Small Unit Equal Opportunity Climate Survey |
SEP 96 |
43 pages |
| Authors:
Robert M. McIntyre; Robert Albright; Mickey R. Dansby; Arlene Pace; DEFENSE EQUAL OPPORTUNITY MANAGEMENT INST PATRICK AFB FL
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| An equal opportunity climate survey suitable for use at small units is a needed supplement to the standard Military Equal Opportunity Climate Survey (MEOCS). The standard MEOCS uses a critical incident approach to assess a military unit's equal opportunity climate. However, many small military units lack the racial and gender diversity needed for critical incident measures. This report describes the creation of a climate assessment instrument suitable for use at ... |
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| Race, Gender, and Representation Index as Predictors of Equal Opportunity Climate in Military Organizations |
OCT 95 |
16 pages |
| Authors:
Mickey R. Dansby; Dan Lanis; DEFENSE EQUAL OPPORTUNITY MANAGEMENT INST PATRICK AFB FL
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| Recent analyses of the perceptions of Equal Opportunity Climate (EOC) in the military highlight differences among various demographic subgroups. Prior research (Dansby, 1994) indicates minority officer women have the least favorable views of EOC in military organizations when contrasted to comparable demographic subgroups (i.e., Caucasian officer men, etc.). Differences based on race, gender, and representation index (proportion of the total represented by a particular demographic group) are explored in a ... |
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| Race and the Military Justice System: Design for a Program of Action Research |
30 SEP 94 |
32 pages |
| Authors:
Dan Landis; Mickey R. Dansby; MISSISSIPPI UNIV UNIVERSITY
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| In this paper, we build on the work of Dansby and Knouse, reviewing their work and that of others in an attempt to understand the process of military delinquency. In so doing, we review the major theories of delinquency, relate those theories to the military situation, and then outline a series of studies designed to illuminate the possible existence of racial disparities in the UCMJ system. These studies focus on, ... |
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| Workgroup Climates for Acceptance of Diversity. Relationship to Group Cohesiveness and Performance |
SEP 94 |
16 pages |
| Authors:
Robert E. Niebuhr; Stephen B. Knouse; Mickey R. Dansby; DEFENSE EQUAL OPPORTUNITY MANAGEMENT INST PATRICK AFB FL
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| The present study investigated the relationships between discriminatory climates (racism and sexism), group cohesiveness, and group performance. Perceived racism and sexism correlated significantly with group cohesiveness and performance. Similar to previous findings, cohesiveness was also significantly correlated with group performance. Discussion focused on managing diversity in work groups and on future research into discriminatory climates and cohesiveness. |
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| Symposium Proceedings. Proceedings of the 5th Symposium on Psychology in the Air Force. Sponsored by the Department of Behavioral Sciences and Leadership, US Air Force Academy, 8-10 April 1976 |
JUN 76 |
286 pages |
| Authors:
Dirk C. Prather; Jock C. Schwank; Jefferson M. Koonce; Mickey R. Dansby; AIR FORCE ACADEMY COLORADO SPRINGS CO
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| These proceedings encompass papers and panels presented dealing with a wide range of psychology and research in all military establishments of the DoD: Personnel, Women, Training, Human Factors Engineering, Organizational Development, Simulation, Performance, Leadership, Attrition and Stress. |
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