A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

Hwang, Jeongha; Hopkins, Karen

doi:10.1016/j.childyouth.2015.01.012

Cited by 38 publications

(22 citation statements)

References 74 publications

(107 reference statements)

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“…It implies that inclusion increases employees' job satisfaction among the Shell Corporation workforce. This finding corroborates the result from Hwang and Hopkins (2015) study on diversity taxonomies and inclusion on organisational behavior among public child welfare workers. It is also consistent with earlier research findings, including Acquavita et al (2009), Mor Barak et al (2006) and Mor Barak and Levin (2002) among others.…”

Section: Test Of Hypothesis and Discussionsupporting

confidence: 89%

“…The study further identified Nigeria as a nation with diverse population and various religion background, with high level of tribal, ethnic and religion conflicts, as well as unending crisis among various socioeconomic classes and so on. Furthermore, Hwang and Hopkins (2015) advocated for replication of their study on diversity management on organisational outcomes in other human service organisations in order to be able to generalise their outcomes. However, Shell Nigeria is a corporation for human services that provides work environment that accommodates everybody irrespective of their gender, tribe, religion, ethnic, physical abilities and social class among others.…”

Section: Introductionmentioning

confidence: 99%

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Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

Ohunakin

Adeniji

Ogunnaike

et al. 2019

BTP

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This article provides an empirical study on effects of diversity management and inclusion on organisational outcomes. The importance of diversity management and inclusion on organisation is of immense benefit especially in a Multinational Corporations, where diversity and inclusion are parts of their core values. However, in our context, which had been identified as the most diverse country in Africa, there is need to establish how the management and inclusion of these diverse workforce would benefit organisational activities, coupled with the fact that, there is dearth of research on these constructs in extant literature. This study investigated the effects of diversity management and inclusion on organisational outcomes (job satisfaction and job performance) among Shell Corporation employees. Pen and paper questionnaire of 384 copies were administered to the Lagos Branch employees of Shell Corporation. Cross-sectional research design was adopted. Confirmatory Factor Analysis (CFA), convergent and divergent validity, correlational analysis, and structural equation model were used for the analysis. The findings showed positive effect of diversity management and inclusion on employees’ job satisfaction and employees’ job performance. It implies that diversity management and inclusion have the potentials of assisting organisation in creating a climate in which employee will like to work harder with readiness to continue to work with the organisation.

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Section: Test Of Hypothesis and Discussionsupporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

Ohunakin

Adeniji

Ogunnaike

et al. 2019

BTP

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“…Organizational inclusion practices state many organizational rules, plans, and initiatives, the purpose of which is to form an accepting, helpful, and participative atmosphere for the workers with different backgrounds (Tang, Zheng, & Chen, 2017). Hwang and Hopkins (2015) said that if employees feel that they are included in an organization that feeling of inclusiveness results in their higher levels of organizational commitment and job satisfaction. Also, high levels of employees' organizational commitment result in low intention to leave.…”

Section: Introductionmentioning

confidence: 99%

Investigating the Impact of Workplace Diversity on Organizational Citizenship Behavior: The Mediating Role of Inclusion

Khan

Jabeen

2019

JMR

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This research is aimed to investigate the effects of workplace diversity on organizational citizenship behavior with the mediating role of inclusion. Today the problems faced by the organization’s executives are to develop a culture that gives value to differences and enhances the efficiency of the entire workforce. Employees of the IT sector of Lahore are selected as respondents and the data is collected through an adapted questionnaire. The sample size is 368 and convenience sampling is used. Regression analysis is applied to evaluate the data through SPSS software. Findings show that workforce diversity decreases organizational citizenship behavior but this relationship can be modified by applying the mediating role of inclusion. Results will help out the decision-making authorities to understand how effective workplace diversity management influences the employee’s citizenship behaviors.

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“…Specifically, diversified talent team construction means that organizations accept diverse talents and are willing to increase the work participation and authority of diverse employees. Some studies have pointed out that the diversity of employees, such as gender, age, and ethnicity, has a strong impact on negative emotions such as organizational exclusion in the workplace [ 13 ]. The adoption of a diverse talent team is conducive to improving employee perception and organization In the same way, rationally tolerating employees’ opinions and failures does not only ensure that employees do not have to be punished when they suffer a defeat, but also relieves the negative and pessimistic emotions caused by job failures, consequently enhancing the likelihood of employees supporting and respecting the organization.…”

Section: Literature and Hypothesis Developmentmentioning

confidence: 99%

“…[ 10 , 12 ]. Hwang and Hopkins had pointed out that when the organization adopts a more inclusive management model, employees can have organizational commitment and improve job satisfaction, and decrease their turnover intention [ 13 ]. The inclusive talent development model has become an emerging theme in the field of human resource management in recent years [ 14 ].…”

Section: Introductionmentioning

confidence: 99%

The Impact of Inclusive Talent Development Model on Turnover Intention of New Generation Employees: The Mediation of Work Passion

Fang

Chen

Zhang

et al. 2020

IJERPH

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The high turnover rate of new generation employees is becoming an increasingly important issue for business and academia. Based on self-determination theory and conservation of resource theory, our study explores the impact of the inclusive talent development model on the turnover intention of new generation employees and the mediating role of work passion. Based on the questionnaire of 290 new generation employees’ data from China, after common method biases and reliability and validity tests, we used SPSS, Mplus and bootstrapping for empirical analysis. The result showed that the inclusive talent development model includes the diversified talent team construction, rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and emphasis on employee’s advantages. The work passion has been divided into harmonious passion and obsessive passion. Among them, rational tolerance of employee’s opinions and failures, emphasis on employee’s training and emphasis on fairness and win–win have a significant positive impact on harmonious passion. Emphasis on fairness and win–win and emphasis on employee’s advantages have negative correlation with obsessive passion. The employee’s harmonious passion is significantly negatively correlated with the turnover intention and the obsessive passion is significantly positively correlated with the turnover intention. In addition, the harmonious passion plays a mediating role between rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and employee’s turnover intention, while the obsessive passion plays a mediating role between emphasis on fairness and win–win and emphasis on employee’s advantages and employee’s turnover intention.

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A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

Cited by 38 publications

References 74 publications

Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

Тhe effects of diversity management and inclusion on organisational outcomes: a case of multinational corporation

Investigating the Impact of Workplace Diversity on Organizational Citizenship Behavior: The Mediating Role of Inclusion

The Impact of Inclusive Talent Development Model on Turnover Intention of New Generation Employees: The Mediation of Work Passion

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