Theses and Dissertations

Issuing Body

Mississippi State University

Advisor

Emison, Gerald A.

Committee Member

Rush, Christine

Committee Member

French, P. Edward

Committee Member

Shaffer, Steve

Date of Degree

8-12-2016

Document Type

Dissertation - Open Access

Major

Public Policy and Administration

Degree Name

Doctor of Philosophy (Ph.D)

College

College of Arts and Sciences

Department

Department of Political Science and Public Administration

Abstract

As a result of globalization, developing markets, and demographic changes in the U.S. labor force, the United States has become increasingly diverse. Therefore, diversity and inclusion is a vital part of our society. Diversity is often viewed as a double-edge sword. Proponents argue that the benefits of diversity include greater creativity, innovation, and improved organizational performance. Opponents argue that organizational diversity is costly, increases conflict, and is overall unfair. No matter what side of the diversity argument that you find yourself, there is a general sentiment that diversity alone, is not enough. The goal is to make workplaces inclusive. In 2014, the Office of Personnel Management introduced the New Inclusion Quotient (New IQ) in an effort to make the federal government more inclusive. The New IQ includes five inclusion factors which include an environment that is fair, open, cooperative, empowering and supportive. Using data from the 2015 Federal Employee Viewpoint Survey, this study examines the appropriateness of the New IQ. The study also examines the relationship between inclusion and employee engagement.

URI

https://hdl.handle.net/11668/17748

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