Embedding inclusion in cultivating positive organizational culture

Abstract

In present research an attempt has been made to find out how inclusion can cultivate positive organizational culture. The study identified inclusion as independent variable, having sub variables as diversity, values, beliefs, sense of belongingness, and competitive advantage and organizational culture was considered as the dependent variable. The purpose of this study was to examine how diversity, values, beliefs, sense of belongingness and competitive advantage impact organizational culture. The study utilized both primary and secondary sources for conducting research. For the primary source, a questionnaire with 30 questions was administered to 200 employees in the IT sector. Out of 200 only 122 were found to be valid. The data was analyzed using statistical software SPSS. The findings showed that positive Organizational Culture was significantly affected by Diversity, Values and Sense of Belongingness, while Beliefs and Competitive Advantage did not have a significant impact on Organizational Culture. The variable, Values (VV) had the most significant impact (β = 0.337, p < 0.05), followed by Diversity (DD) (β = 0.299, p < 0.05), and Sense of belongingness (SB) (β = 0.261, p < 0.05) also made a notable contribution. The F value (186.992) indicated that the model was suitable. The study suggests that beliefs and competitive advantage may not have a significant impact on creating a positive organizational culture, but Diversity, Values and Sense of Belongingness have a significant impact on Positive. Organizational Culture in the IT sector. The findings have theoretical and managerial implications as the organizations must create and promote a positive, diverse, and inclusive workplace culture for the wellbeing of the employees.