An Exploratory Study of the Factors of Inclusion in a Multinational Organization
(2019) MTTL05 20191Packaging Logistics
- Abstract
- Purpose: The purpose of this study is to explore and identify the factors leading to or
inhibiting inclusion, and how these do so.
Methodology: I conduct a qualitative case study using semi-structured interviews of
respondents within an anonymous case company named Company X, and use pattern
matching to both test factors of inclusion found in the diversity and inclusion literature, but
also identify new factors that are unmentioned in the literature.
Theoretical perspectives: The study is based on Shore, Randel, Chung, Dean, Ehrhart &
Singh’s (2011: 1265) definition of inclusion as “the degree to which an employee perceives
that he or she is an esteemed member of the work group through experiencing treatment
that satisfies his or... (More) - Purpose: The purpose of this study is to explore and identify the factors leading to or
inhibiting inclusion, and how these do so.
Methodology: I conduct a qualitative case study using semi-structured interviews of
respondents within an anonymous case company named Company X, and use pattern
matching to both test factors of inclusion found in the diversity and inclusion literature, but
also identify new factors that are unmentioned in the literature.
Theoretical perspectives: The study is based on Shore, Randel, Chung, Dean, Ehrhart &
Singh’s (2011: 1265) definition of inclusion as “the degree to which an employee perceives
that he or she is an esteemed member of the work group through experiencing treatment
that satisfies his or her need for belongingness and uniqueness”. The study also builds on
other theory in the diversity and inclusion literature to identify already explored factors and
test them.
Empirical foundation: Data was collected through semi-structured interviews with four
employees, four managers, and one vice-president at Company X using pre-prepared
interview guides. Data was also collected from internal and external communication.
Conclusions: My study first tests factors of inclusion from the diversity and inclusion
literature, and finds that some factors have a strong impact on the inclusion of employees
[access to rewards and promotions, participation in decision-making, and leader-member
exchange], whereas others have a weak impact [access to information, job complexity &
group autonomy & creativity, and support from supervisors & co-workers]. I also find factors
of inclusion not mentioned in the diversity and inclusion literature [commitment variation,
competitor’s D&I, local demographic diversity, tenure, employee turnover, level of English
language, internal communication, transparency, product life-cycle, number of minorities,
proactive inclusion, physical proximity to manager, and experience] and that these have a
strong impact on the inclusion experience of employees. Implications and possibilities for
further research are discussed. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8993247
- author
- El-Segaier, Zakaria LU
- supervisor
- organization
- course
- MTTL05 20191
- year
- 2019
- type
- M2 - Bachelor Degree
- subject
- language
- English
- id
- 8993247
- date added to LUP
- 2019-08-28 14:57:14
- date last changed
- 2019-08-28 14:57:14
@misc{8993247,
abstract = {{Purpose: The purpose of this study is to explore and identify the factors leading to or
inhibiting inclusion, and how these do so.
Methodology: I conduct a qualitative case study using semi-structured interviews of
respondents within an anonymous case company named Company X, and use pattern
matching to both test factors of inclusion found in the diversity and inclusion literature, but
also identify new factors that are unmentioned in the literature.
Theoretical perspectives: The study is based on Shore, Randel, Chung, Dean, Ehrhart &
Singh’s (2011: 1265) definition of inclusion as “the degree to which an employee perceives
that he or she is an esteemed member of the work group through experiencing treatment
that satisfies his or her need for belongingness and uniqueness”. The study also builds on
other theory in the diversity and inclusion literature to identify already explored factors and
test them.
Empirical foundation: Data was collected through semi-structured interviews with four
employees, four managers, and one vice-president at Company X using pre-prepared
interview guides. Data was also collected from internal and external communication.
Conclusions: My study first tests factors of inclusion from the diversity and inclusion
literature, and finds that some factors have a strong impact on the inclusion of employees
[access to rewards and promotions, participation in decision-making, and leader-member
exchange], whereas others have a weak impact [access to information, job complexity &
group autonomy & creativity, and support from supervisors & co-workers]. I also find factors
of inclusion not mentioned in the diversity and inclusion literature [commitment variation,
competitor’s D&I, local demographic diversity, tenure, employee turnover, level of English
language, internal communication, transparency, product life-cycle, number of minorities,
proactive inclusion, physical proximity to manager, and experience] and that these have a
strong impact on the inclusion experience of employees. Implications and possibilities for
further research are discussed.}},
author = {{El-Segaier, Zakaria}},
language = {{eng}},
note = {{Student Paper}},
title = {{An Exploratory Study of the Factors of Inclusion in a Multinational Organization}},
year = {{2019}},
}