A Diverse and Inclusive Psychological Work Climate: Some Antecedents and Consequences

Abstract

This paper presents an organizational field study that examines some antecedents and consequences of a diverse and inclusive psychological work climate. 23 managers participated in a survey after completing a diversity training. The results found support for a tri-dimensional conceptualization of a psychological inclusive climate. ANOVAs analyses were conducted to determine whether the results support the hypotheses. The findings show significance for some antecedents on both psychological climates, such as time worked for the organization, perception of an inclusive leadership, and personal comfort with diversity. As for the consequences, significant relationships were found between a psychological diversity climate and three attitudinal variables: job satisfaction, job training satisfaction, and organizational commitment. As for the psychological inclusive climate, the results showed significance only with job satisfaction and job training satisfaction. The theoretical implications of this study are discussed, and the practical applications of the findings are explained in hope to guide the creation of diverse and inclusive work climates that relist the positive outcomes that can be reached by a diverse workforce.