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Being inclusive boosts impact of diversity practices on employee engagement
16 references·3 citing·50 second hop
Being inclusive boosts impact of diversity practices on employee engagement (2021)Being inclusive boosts impact of diversit…Inclusive workplaces: A review and model (2017)Inclusive workplaces: A revie…Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness (2017)Inclusive leadership: Realizi…Is Diversity Management Sufficient? Organizational Inclusion to Further Performance (2014)Is Diversity Management Suffi…Driving Employee Engagement (2014)Driving Employee EngagementBurnout and Work Engagement: The JD–R Approach (2014)Burnout and Work Engagement: …Work engagement, performance, and active learning: The role of conscientiousness (2011)Work engagement, performance,…Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety (2010)Inclusive Leadership and Empl…Inclusion and Diversity in Work Groups: A Review and Model for Future Research (2010)Inclusion and Diversity in Wo…Ten Common Misunderstandings, Misconceptions, Persistent Myths and Urban Legends about Likert Scales and Likert Response Formats and their Antidotes (2007)Ten Common Misunderstandings,…The Measurement of Work Engagement With a Short Questionnaire (2006)The Measurement of Work Engag…Disentangling the Meanings of Diversity and Inclusion in Organizations (2006)Disentangling the Meanings of…Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Common method biases in behav…The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach (2002)The Measurement of Engagement…PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)PSYCHOLOGICAL CONDITIONS OF P…Perceived organizational support. (1986)Perceived organizational supp…The Norm of Reciprocity: A Preliminary Statement (1960)The Norm of Reciprocity: A Pr…Inclusive Leadership, Motivation, Engagement, and Organizational Culture: Pathways to Improve Job Performance in South Sudan’s Public Sector (2026)Inclusive Leadership, Motivat…Diversity, equity, and inclusion in the hospitality and tourism workplace: A quantitative systematic literature review (2025)Diversity, equity, and inclus…The impact of diversity experiences and innovative learning environments on the personal development of international students studying in China (2024)The impact of diversity exper…The measurement of experienced burnout (1981)Comparative fit indexes in structural models. (1990)Alternative Ways of Assessing Model Fit (1992)Burnout and Engagement in University Students (2002)Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work. 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(1956)Organizational Images and Member Identification (1994)Motivation and Personality (1997)Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. (2002)Antecedents and consequences of employee engagement (2006)The Discovery of Grounded Theory (2017)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Structural Equations with Latent Variables (1989)Principles and Practice of Structural Equation Modeling (1998)Psychological Safety: A Meta‐Analytic Review and Extension (2016)Leadership, creativity, and innovation: A critical review and practical recommendations (2018)Stigma: Notes on the Management of Spoiled Identity (1969)The need to belong: Desire for interpersonal attachments as a fundamental human motivation. (1995)The Benefits of Climate for Inclusion for Gender-Diverse Groups (2012)Diversity in the Workplace: A Review, Synthesis, and Future Research Agenda (2018)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)The role of personal resources in the job demands-resources model. (2007)The Meaning of Employee Engagement (2008)Towards a model of work engagement (2008)The Evolution of Reciprocal Altruism (1971)Social Capital in the Creation of Human Capital (2000)Social Exchange Theory: An Interdisciplinary Review (2005)
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References

  • 2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.81,863 cited
  • 1960The Norm of Reciprocity: A Preliminary Statement11,995 cited
  • 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.10,957 cited
  • 2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach9,998 cited
  • 2006The Measurement of Work Engagement With a Short Questionnaire7,388 cited
  • 1986Perceived organizational support.7,053 cited
  • 2014Burnout and Work Engagement: The JD–R Approach2,481 cited
  • 2010Inclusion and Diversity in Work Groups: A Review and Model for Future Research2,127 cited
  • 2010Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety1,311 cited
  • 2007Ten Common Misunderstandings, Misconceptions, Persistent Myths and Urban Legends about Likert Scales and Likert Response Formats and their Antidotes1,061 cited
  • 2017Inclusive workplaces: A review and model1,034 cited
  • 2006Disentangling the Meanings of Diversity and Inclusion in Organizations1,019 cited
  • 2017Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness953 cited
  • 2011Work engagement, performance, and active learning: The role of conscientiousness

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499 cited
  • 2014Is Diversity Management Sufficient? Organizational Inclusion to Further Performance417 cited
  • 2014Driving Employee Engagement383 cited
  • Cited by

    • 2025Diversity, equity, and inclusion in the hospitality and tourism workplace: A quantitative systematic literature review21 cited
    • 2024The impact of diversity experiences and innovative learning environments on the personal development of international students studying in China14 cited
    • 2026Inclusive Leadership, Motivation, Engagement, and Organizational Culture: Pathways to Improve Job Performance in South Sudan’s Public Sector1 cited