¶ … Tolerance of Ambiguity and Corporate Success in Global and Ethically-Diverse Organizations: An Initial Study Frenkel-Brunswick (as cited in Kruglanski, 2004) first defined the trait ambiguity tolerance (AT) as a personalty variable that is primarily influential in the formation of social relationships within a diverse context. As the polar opposite of ambiguity intolerance, tolerance of ambiguity is highly correlated with personality-derived behaviours that are open to different cultural mindsets and experiences (Feist and Feist, 2003). Kruglanski (2004) had pointed out that this particular construct has been used in the context of decisive and risk-taking behavior in organization, more prominently in the personality characteristics of entrepreneurship, but there is little literature that specifically studies the linkages between success on the corporate ladder and the level of ambiguity tolerance in the context of multicultural organizations. Simply...

More specifically, the study will involve the derivation of correlational relationships between AT and promotional organizational behavior, i.e. relationships between corporate rank and ratings on the AT scale. Since it is assumed that an ethnically-diverse company would probably include the entrance of employees with high AT in its ranks, then this is a sound objective for the scope of the study.
In this case, the following hypotheses are proposed:

H0: Employees in an ethnically diverse company who have high AT scores will not have a history of promotion.

H1: Employees in an…