Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

Diversity climate pertains to an employee’s perceptions of how well their organization demonstrates support and promotion to diverse employees (Leveson & Joiner, 2009; Tellur, 2023). The conceptualization of diversity climate is rooted in social identity theory (Stets & Burke, 2000) and organizational justice theory (Yean & Yusof, 2015). Social identity theory suggests that identification and membership within the organization impacts an employee’s perception of inclusivity (Mor Barak et al., 2022; Shore & Chung, 2021; Cole et al., 2016). Organizational justice theory highlights the influence of perceived fairness when organizations create and manage inclusive work policies (Griffith et al., 2005). There has been limited research on individual outcomes when assessing the influence of diversity climate. We aim to assess the relationship between employee’s perceptions of inclusivity policies and employee well-being, and test diversity climate as a potential mediator. If our results are significant, then we will provide future directions on how organizations can improve employee well-being by managing an inclusive work environment and strengthening the perceptions of their organization’s diversity climate. We hypothesize a relationship between inclusive work policies and: diversity climate (H1), psychological well-being (H2), job satisfaction (H3), turnover rates (H4), work-life balance (H5), and social support (H6). Additionally, diversity climate will be assessed as a mediator in the relationship between perceptions of inclusivity policies and employee well-being (H7). Variables will be measured with the Diversity-Related Practices Questionnaire (McKay et al., 2007; Richard, Roh, & Pieper, 2013), Diversity-Climate Questionnaire (Chung et al., 2015; McKay, Avery, & Morris 2008; Pugh et al., 2008), Satisfaction with Life (SWLS; Diener, Emmons, Larsen, & Griffin, 1985; Pavot & Diener, 2008), Job Satisfaction Questionnaire (Cammann, Fichman, Jenkins, & Klesh, 1983; Audenaert & Decramer, 2018), Turnover Intentions Questionnaire (Mitchell et al., 2001), Work-Life Balance Assessment (Brough et al., 2014), and Perceived Social Support Questionnaire (Sendra et al., 2023). There will also be various demographic questions to account for any differences across participants or influence of extraneous variables. The study’s sample will include randomly selected faculty and staff from a Southeastern university. Furthermore, an online Qualtrics survey will be administered after approval from the university’s Institutional Review Board and Survey Review and Oversight Committee. Data analysis will consist of correlations, multiple regressions, and tests for mediation and moderation. Diversity climate will be assessed as a mediator between perceptions of inclusivity policies and employee well-being. Additionally, interaction effects will be assessed to identify any moderating effects between the predictor and outcome variables, as noted previously.

Date

11-9-2024

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

http://rightsstatements.org/vocab/InC/1.0/

License

http://creativecommons.org/licenses/by/4.0/

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Unlocking Employee Well-Being: The Mediating Effect of Diversity Climate in an Inclusive Workplace

Diversity climate pertains to an employee’s perceptions of how well their organization demonstrates support and promotion to diverse employees (Leveson & Joiner, 2009; Tellur, 2023). The conceptualization of diversity climate is rooted in social identity theory (Stets & Burke, 2000) and organizational justice theory (Yean & Yusof, 2015). Social identity theory suggests that identification and membership within the organization impacts an employee’s perception of inclusivity (Mor Barak et al., 2022; Shore & Chung, 2021; Cole et al., 2016). Organizational justice theory highlights the influence of perceived fairness when organizations create and manage inclusive work policies (Griffith et al., 2005). There has been limited research on individual outcomes when assessing the influence of diversity climate. We aim to assess the relationship between employee’s perceptions of inclusivity policies and employee well-being, and test diversity climate as a potential mediator. If our results are significant, then we will provide future directions on how organizations can improve employee well-being by managing an inclusive work environment and strengthening the perceptions of their organization’s diversity climate. We hypothesize a relationship between inclusive work policies and: diversity climate (H1), psychological well-being (H2), job satisfaction (H3), turnover rates (H4), work-life balance (H5), and social support (H6). Additionally, diversity climate will be assessed as a mediator in the relationship between perceptions of inclusivity policies and employee well-being (H7). Variables will be measured with the Diversity-Related Practices Questionnaire (McKay et al., 2007; Richard, Roh, & Pieper, 2013), Diversity-Climate Questionnaire (Chung et al., 2015; McKay, Avery, & Morris 2008; Pugh et al., 2008), Satisfaction with Life (SWLS; Diener, Emmons, Larsen, & Griffin, 1985; Pavot & Diener, 2008), Job Satisfaction Questionnaire (Cammann, Fichman, Jenkins, & Klesh, 1983; Audenaert & Decramer, 2018), Turnover Intentions Questionnaire (Mitchell et al., 2001), Work-Life Balance Assessment (Brough et al., 2014), and Perceived Social Support Questionnaire (Sendra et al., 2023). There will also be various demographic questions to account for any differences across participants or influence of extraneous variables. The study’s sample will include randomly selected faculty and staff from a Southeastern university. Furthermore, an online Qualtrics survey will be administered after approval from the university’s Institutional Review Board and Survey Review and Oversight Committee. Data analysis will consist of correlations, multiple regressions, and tests for mediation and moderation. Diversity climate will be assessed as a mediator between perceptions of inclusivity policies and employee well-being. Additionally, interaction effects will be assessed to identify any moderating effects between the predictor and outcome variables, as noted previously.