Work Group Inclusion

[We’re pleased to welcome authors Beth G. Chung of San Diego State University, Karen H. Ehrhart of the University of Central Florida, Lynn M. Shore of Colorado State University, Amy E. Randel of San Diego State University, Michelle A. Dean of San Diego State University, and Uma Kedharnath of the University of Wisconsin–Whitewater. They recently published an article in Group and Organization Management entitled “Work Group Inclusion: Test of a Scale and Model” which is currently free to read for a limited time. Below, they recount the motivations and challenges of this research:]

We decided to pursue this research because of the momentum the concept of inclusion has gained in both the academic and business world. Part of this momentum was generated by a conceptual paper (Shore et al., 2011) we wrote that clearly defined the concept of inclusion in the literature. According to our conceptual paper, inclusion is feeling like you belong and are accepted for your uniqueness in a group. The conceptual paper also forwarded a theoretical model to be tested. The current paper does just that. We test a measure of inclusion that contains both uniqueness and belongingness and we test a complete model of the predictors and outcomes of work group inclusion.

One of the most challenging aspects of doing work on inclusion and diversity is that companies are sometimes weary of providing data regarding these topics. Although the information provided by our research can only help organizations improve, the tendency is to shy away from research that might reveal unbecoming information. However, with persistence and tenacity, we were able to collect the data and validate a measure that is greatly needed to practically assess inclusion in organizations. It is a short measure (10-items) that can help an organization assess whether their employees feel inclusion within their workgroups. We are able to show that these feelings of inclusion have important consequences such as improved performance, creativity, and increased helping behavior. We believe that this article will be useful to both academics and practitioners alike.

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