Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies

Abstract

A number of organizations across sectors have begun efforts toward managing workforce diversity. At the federal level in the United States, almost 90 percent of agencies report that they are actively managing diversity. However, very little empirical research has tied diversity management to work group performance or other work‐related outcomes. This paper uses a survey of U.S. federal employees to test the relationships between diversity management, job satisfaction, and work group performance. The findings indicate that diversity management is strongly linked to both work group performance and job satisfaction, and that people of color see benefits from diversity management above and beyond those experienced by white employees.

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An Inquiry into the Relationship between Employee Development and Organization Satisfaction in the Federal Sector

“…Second, in case of large-N data analysis, the violations of an ordinal dependent variable are less likely to influence the OLS regression results. As a result, the difference for statistical results between the OLS and probit analyses is not significant (Pitts, 2009). Finally, this research also tests and confirms that there is no methodological problem or violation of the assumptions of OLS regression in the model (e.g., outliers, heteroscedasticity, multicollinearity, and nonlinear relationships between dependent and independent variables).…”

“…In doing so, this study has a distinct point from previous studies which uses cross-sectional data for one specific year of the FHCS (e.g., Bertelli, 2007;Fernandez, 2008;Lee & Whitford, 2008;Pitts, 2009;Choi & Rainey, 2010;Choi, 2009;Rubin, 2009 …”

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