Date of Award
Patton Garriott, Ph.D.
Patrick Sherry, Ph.D.
Belongingness, Discrimination, Diversity, Fairness, Uniqueness
This project was designed to develop the Inclusiveness Inventory, a measure of inclusiveness that was based on the integration of prior research and theory. Test construction consisted of conceptual item development, expert review, and editing by members of the participating organization to improve clarity. Survey items were administered to employees at a large, mid-western transit agency as part of a larger study on workplace climate. This paper explored the structure of the Inclusiveness Inventory by factor analysis. The hypothesized factors of the Inclusiveness Inventory included the dimensions of diversity climate, fairness, belongingness, uniqueness, and discrimination. Secondly, this study evaluated the reliability and relationship of the Inclusiveness Inventory to employee job satisfaction and intention to quit. Lastly, differences between men and women, as well as racial minorities and Whites, were explored. The results suggested a three-factor model and higher scores were related to greater job satisfaction and lower intention to quit. There were some differences between groups with small to moderate effect sizes. The results were considered in relationship to the implications and suggested directions for future research.
Hedman, Briana K., "Developing a Measure of Inclusiveness: Factors, Reliability, and Relationship to Job Satisfaction and Intention to Quit" (2016). Electronic Theses and Dissertations. 1163.
Received from ProQuest
Occupational Psychology, Counseling Psychology