Inclusive workplace and organizational citizenship behavior

Abstract

Purpose The purpose of this paper is to examine the relationship between employees’ perception of an inclusive workplace, namely, inclusive practices, inclusive climate and inclusive leadership and organizational citizenship behavior (OCB). It also attempts to examine the difference in perception toward the inclusive workplace along the three major dimensions of diversity, namely, gender, category they belong to and their religious orientation. Design/methodology/approach Non-probability sampling technique is employed to collect primary data through a self-administered questionnaire from 492 academicians of a higher education institution situated in western Uttar Pradesh of India. The data set was analyzed using statistical tools like descriptive statistics (z-test and ANOVA), and multiple regression analysis. Findings Results of the multiple regression analysis reflected direct and significant relationship between inclusive workplace and OCB. It has been observed that organizations with a conducive climate of inclusion, a well formulated inclusive practices and strong leaders’ commitment will result into high level of OCB which is apparent among employees working in a higher education institution western Uttar Pradesh. The results of z-test reflected that male and female employees have similar perception toward inclusive climate. However, there is a significant difference in perception toward inclusive practices and inclusive leadership on OCB. On the other hand, results of ANOVA reflected that with respect to religious orientation there is no significant difference among perceptions toward inclusive workplace. However in case of category employees have similar perception toward inclusive climate in contrast with inclusive practices and inclusive leadership. Research limitations/implications The present study established the concept of inclusive workplace, entirely on the basis of individual viewpoint. While to examine the cause and effect relationship of an inclusive workplace on OCB, it is recommended to incorporate some moderating or intervening variables. Practical implications This study provides guidelines for academic institutions to understand and foster an inclusive workplace that will encourage the academicians to exhibit OCB. Originality/value Very little research had examined the relationship between inclusive workplace and OCB. This research will add value to the existing literature on inclusive workplace and its probable impact on organizations and individuals by examining this relationship with respect to gender, category and religious orientation of employees working in higher educational institution of India.

Investigating the Impact of Workplace Diversity on Organizational Citizenship Behavior: The Mediating Role of Inclusion

“…Perceived inclusiveness helps to keep engagement and trust, which encourages employees to react to inclusive attitudes and practices organizational citizenship and organizational commitment (Shore et al, 2011). Panicker, Agrawal, and Khandelwal (2018) stated that there is a direct and significant relationship between inclusive workplace and OCB. It has been seen that firms that have favorable environment for inclusion, a well-articulated inclusive practices and strong leaders' commitment will result in high level of OCB which shown in employees working in a higher education institution.…”

Towards a confluence: disability inclusion and organizational change

“…3.2.2 Leadership. With respect to inclusive leadership, certain characteristics (such as championing diversity, open and collaborative style of management, communication style, understanding differences and avoiding stereotypes) can help to manage the complexities associated with diversity (Hajela, 2015;Kappagomtula, 2017;Vohra et al, 2015) and enhances organization citizenship behaviour (Panicker et al, 2018).…”

“…Employee perception of organizational politics was found to lower well-being and increase turnover intentions (Jaiswal and Dyaram, 2019;Mishra et al, 2016). Whereas, diversity inclusive climate is known to positively impact organization citizenship behaviour (Panicker et al, 2018) and career re-entry/satisfaction (Ravindran and Baral, 2014). Language, being an important dimension of diversity in India, can lead to the creation of faultlines (Kulkarni, 2015), which can lead to negative climate.…”

You, Me, and Them: Understanding Employees’ Use of Trans-Affirming Language within the Workplace

“…Finally, a positive workplace climate cultivated through inclusive policies and practices should encourage organizational citizenship behaviors, including the use of inclusive language (Nishii, 2013;Panicker et al, 2018). This should apply most strongly to organizations that score highly in objective and externally defined markers of workplace diversity and inclusion in the space of gender and sexuality.…”