Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

Chordiya, Rashmi

doi:10.1177/0734371x20942305

Cited by 23 publications

(32 citation statements)

References 55 publications

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Section: Discussion Of Findings: Implications For Future Research And...supporting

confidence: 82%

“…Consistent with the existing literature, this finding implies the existence of systemic barriers to retention of employees from marginalized racial groups and to improving JEDI within the Federal government (African American Workgroup Report, 2013;Asian American and Pacific Islander Work Group Report, 2008;Chordiya, 2019Chordiya, , 2020Federal Sector Reports, n.d.;Hebl et al, 2002;Hispanic Work Group Report, 2008;Marchiondo et al, 2018;Shen & Dhanani, 2018). Public managers and leaders who are committed to addressing the issues related to higher turnover intentions among employees from racially minoritized and marginalized groups in their organizations should consider conducting further independent research and deep institutional scanning at macro, meso, and micro levels.…”

Section: Discussion Of Findings: Implications For Future Research And...supporting

confidence: 75%

“…Like similar studies using the FEVS data (e.g., Chordiya, 2019, 2020; Pitts, 2009; Pitts et al, 2011; Sabharwal, 2015), the findings of this study are vulnerable to common source bias because it uses a single survey to measure both outcome and explanatory variables (Favero & Bullock, 2015). Furthermore, although necessary steps were taken to examine the face validity, discriminant validity, and reliability of the measurements for key independent variables namely distributive justice, procedural justice, and pro-diversity management, these measures are limited to the extent that items were available to measure them in the FEVS data.…”

Section: Limitationsmentioning

confidence: 98%

“…Enhancing racial justice, equity, diversity, and inclusion (JEDI) of Black, Indigenous, and Employees of Color (BIEOC) are the core values of public administration (PA) and critical to the functions of public-sector strategic human resources management (Choi, 2011a; Chordiya, 2019, 2020; Fay et al, 2020; Guy & McCandless, 2012; McCandless & Zavattaro, 2020; Naylor, 2020; Protonentis et al, 2021; Riccucci, 2009; Starke et al, 2018; Stazyk et al, 2017; Svara & Brunet, 2020). However, organizational efforts to enhance racial diversity are often limited to recruitment functions.…”

Section: Introduction: An Interracial Focus On Turnover Intentionsmentioning

confidence: 99%

“…Within PA scholarship, there have been numerous calls to elevate the empirical research focus on social equity issues (e.g., Blessett et al, 2019; Choi, 2011a; Chordiya, 2019, 2020; Guy & McCandless, 2012; Johnson, 2012; Naylor, 2020; Pitts, 2011; Pitts et al, 2011; Protonentis et al, 2021; Wooldridge & Gooden, 2009). The present study makes a salient contribution to the PA literature through systematic empirical analysis of Federal Employee Viewpoint Survey (FEVS) data to highlight the pattern of interracial differences in turnover intentions.…”

Section: Introduction: An Interracial Focus On Turnover Intentionsmentioning

confidence: 99%

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A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management

Chordiya

2021

Public Personnel Management

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Enhancing racial justice, equity, diversity, and inclusion are the core values of public administration and critical to the functions of public-sector strategic human resources management. However, very limited empirical research has delved into the interracial differences in public sector employees’ turnover intentions and its mitigating factors. Using the 2006–2017 Federal Employee Viewpoint Survey data, the present study aims to contribute toward filling this gap in the literature. The theoretical arguments and empirical findings of this study show that when compared with White employees, Federal Black, Indigenous, and Employees of Color (BIEOC) are significantly more likely to intend to leave their current organizations. However, the likelihood of turnover intentions of Federal employees, particularly, BIEOC can be reduced through institutional interventions anchored in pro-diversity management (e.g., commitment to fostering a racially representative workforce), distributive justice in employment outcomes (e.g., in pay and promotions) and procedural justice in organizational processes (e.g., anti-discrimination practices).

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Section: Discussion Of Findings: Implications For Future Research And...supporting

confidence: 82%

Section: Discussion Of Findings: Implications For Future Research And...supporting

confidence: 75%

Section: Limitationsmentioning

confidence: 98%

Section: Introduction: An Interracial Focus On Turnover Intentionsmentioning

confidence: 99%

Section: Introduction: An Interracial Focus On Turnover Intentionsmentioning

confidence: 99%

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A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management

Chordiya

2021

Public Personnel Management

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Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

et al. 2022

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Purpose Current models of inclusive workplaces are primarily based on the perceptions of vulnerable workers, whereas attention for employer’s perceptions is lacking. This scoping review addresses this issue by mapping the literature that covers employer’s perceptions on the application and importance of organisational policies and practices aimed at the inclusion of vulnerable workers. Methods A literature search for qualitative and quantitative research articles was conducted in MEDLINE, Scopus, ProQuest, PsychInfo, Google Scholar and Web of Science. Studies were included when (a) they reported on practices aimed at the inclusion, participation, or rehabilitation of (b) workers with disabilities, a low education or migration background, or who were long-term unemployed, and (c) were based on samples of employers or their representatives. Results The search resulted in 3,134 articles. In total, 38 articles met the inclusion criteria of this study. We identified seven types of inclusive practices to stimulate the inclusion of vulnerable workers that employers applied and/or perceived as valuable: senior management commitment, recruitment and selection, performance management and development practices, job accommodations and redesign of work, supportive culture, external collaborations with other employers, and monitoring. Conclusions Our review identified seven categories of inclusive practices that pertain to all stages of the employee journey of vulnerable workers. These categories move beyond those reported in studies based on employee samples, for instance by highlighting the importance of monitoring and collaborations with other employers. Hence, our findings stress that insight into employers’ perceptions about effective measures is crucial to increase labour market participation of vulnerable groups.

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Organizational Practices for the Inclusion of People with Disabilities. A Scoping Review

van Berkel,

Breit

2024

J Occup Rehabil

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Purpose The purpose of the scoping review presented in this article is to map the state-of-the-art and development of empirical research of organizational practices designed to include people with disabilities. It contributes to debates on demand-side approaches in promoting the labour-market participation of people with disabilities. Methods A literature search took place in PsychINFO, Web of Science, Sociological Abstracts and Sociological Index. Articles included empirical studies published between 2000 and 2023. Results The search resulted in 10,535 unique articles of which 146 were included in the review. Organizational inclusion practices have received increasing attention in academic journals in a variety of research fields. In terms of content two groups of studies can be distinguished: hiring studies and studies focusing on organizational practices aimed at employees with disabilities. Hiring studies include studies analysing relationships between a large range of factors and actual hiring or intention to hire as well as studies of a more exploratory nature. Studies focusing on employees with disabilities look at outcomes of specific organizational practices; the conditions promoting their implementation; or explore practices in organizations employing people with disabilities. Discussion Based on the findings of the review three suggestions for future research are discussed: (i) internationally comparative studies; (ii) specific attention to small and medium sized enterprises in studies of inclusion; (iii) systematic reviews as follow-ups to scoping reviews.

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Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

Cited by 23 publications

References 55 publications

A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management

A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management

Organisational Policies and Practices for the Inclusion of Vulnerable Workers: A Scoping Review of the Employer’s Perspective

Organizational Practices for the Inclusion of People with Disabilities. A Scoping Review

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