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The Paradoxical Effect of National Diversity and Inclusion Management on Organizational Commitment.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Paradoxical Effect of National Diversity and Inclusion Management on Organizational Commitment./
作者:	Adeleke Stephens, Clara Iyabo.
面頁冊數:	1 online resource (186 pages)
附註:	Source: Dissertations Abstracts International, Volume: 85-02, Section: B.
Contained By:	Dissertations Abstracts International85-02B.
標題:	Quantitative psychology. -
電子資源:	click for full text (PQDT)
ISBN:	9798380108348

The Paradoxical Effect of National Diversity and Inclusion Management on Organizational Commitment.
Adeleke Stephens, Clara Iyabo.

The Paradoxical Effect of National Diversity and Inclusion Management on Organizational Commitment. - 1 online resource (186 pages)

Source: Dissertations Abstracts International, Volume: 85-02, Section: B.

Thesis (Ph.D.)--Liberty University, 2023.

Includes bibliographical references

The United States demographic and workforce are increasingly becoming more diverse. However, the question remains of how the leaders within diverse organizations can consistently manage workforce interaction to attain employee commitment. This quantitative study examines the relational effect of diversity and inclusion management on organizational commitment. Data for this study was collected using the SurveyMonkey online identity anonymity survey weblink. Voluntary participants entered the online survey through an invitation link to the consent page, explained the study's purpose focus on Nigerian American Immigrants and relevant inclusion and exclusion criteria. Initial one hundred thirty-five responses, whereas one hundred and twenty met all criteria with a demographic response rate of 65.8 percent Nigerian American immigrants and 34.2 percent American Minority Immigrants. The study assessed the outlined hypotheses using a hierarchical regression model in SPSS version 25 to assess the effect of diversity and inclusion management predictor variables on the organizational commitment criterion variable. The study findings provide empirically tested relational effects of inclusion and diversity management, indicating that inclusion management revealed a higher positive relational effect on organizational commitment. Consequently, organizational commitment is most effective when diversity receives support and commitment from top leadership to promote an inclusive environment. It provides training tools for HR management, organization management literature, TEDx Talks, and educational purposes for creating an inclusive environment.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380108348Subjects--Topical Terms:

1182802
Quantitative psychology.
Subjects--Index Terms:

Diversity managementIndex Terms--Genre/Form:

554714
Electronic books.

The Paradoxical Effect of National Diversity and Inclusion Management on Organizational Commitment.
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504 $a Includes bibliographical references
520 $a The United States demographic and workforce are increasingly becoming more diverse. However, the question remains of how the leaders within diverse organizations can consistently manage workforce interaction to attain employee commitment. This quantitative study examines the relational effect of diversity and inclusion management on organizational commitment. Data for this study was collected using the SurveyMonkey online identity anonymity survey weblink. Voluntary participants entered the online survey through an invitation link to the consent page, explained the study's purpose focus on Nigerian American Immigrants and relevant inclusion and exclusion criteria. Initial one hundred thirty-five responses, whereas one hundred and twenty met all criteria with a demographic response rate of 65.8 percent Nigerian American immigrants and 34.2 percent American Minority Immigrants. The study assessed the outlined hypotheses using a hierarchical regression model in SPSS version 25 to assess the effect of diversity and inclusion management predictor variables on the organizational commitment criterion variable. The study findings provide empirically tested relational effects of inclusion and diversity management, indicating that inclusion management revealed a higher positive relational effect on organizational commitment. Consequently, organizational commitment is most effective when diversity receives support and commitment from top leadership to promote an inclusive environment. It provides training tools for HR management, organization management literature, TEDx Talks, and educational purposes for creating an inclusive environment.
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