Attitudes of white American male students toward work force diversity programs.

Organizational justice is a useful tool for examining the processes and outcomes of work force diversity programs. It is particularly useful for exploring the issue of justification for such programs and the reasons that majority members may have negative attitudes toward managing diversity and may resent women and minorities. We argue that if the implementation of a diversity program is justified, White men will rate the program and the resulting hiring decisions higher and will resent the minority group less (Folger & Martin, 1986). However, when the implementation of the program is not justified, resentment toward the beneficiaries and negative views of the program will result (Daly, 1995; Greenberg, 1990).