RACE AND SEX-DIFFERENCES IN-LINE MANAGERS REACTIONS TO EQUAL-EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE-ACTION INTERVENTIONS

Previous authors have used laboratory experiments and public opinion s urveys to examine attitudes toward equal employment opportunity and af firmative action (EEO/AA) programs. This study adds a level of specifi city to this research by examining attitudes toward the actual human r esource management (HRM) practices comprising organizational EEO/AA pr ograms. EEO/AA-related HRM practices were identified in in-depth inter views. Line managers in four organizations (n = 242) responded to a su rvey asking them to express their attitudes toward 26 EEO/AA-related H RM practices and to indicate their level of organizational commitment and perceived career opportunities with the company. Findings indicate d that although demographic groups differed in their attitudes, all de mographic groups expressed neutral to positive attitudes toward EEO/AA -related HRM practices.