1. David Brougham & Associate Professor Jarrod Haar University of Waikato
Testing a Cultural Inclusion Dimension towards Job Outcomes: The Mediating Effects of Perceived Organizational Support
David Brougham & Associate Professor Jarrod Haar
University of Waikato
Funded by Marsden Grant (UOW806) “The Role of Maori Cultural Support for Employees and Employers”

2. Perceived Organizational Support
“The extent to which employees perceive that their contributions are valued by their organization and that the firm cares about their well-being” (Eisenberger et al., 1986, p. 501).
POS is based on Social Exchange Theory and The Norm of Reciprocity.
Two meta-analysis have shown POS to be a significant predictor of outcomes (e.g. job satisfaction, career satisfaction and turnover).

3. Inclusion and Diversity
Diversity focusses on demographic composition.
Inclusion focusses on ways to increase the participation of all employees.
Emerging Area.
Shore et al. (2011) defined inclusion as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness” (p. 4).
Perceptions of inclusion.
Under researched.
Calls for new measures to be created.

4. New Measure: Perceived Cultural Inclusion (PCI)
Examples of POS
“Considers my goals and values”.
“Really cares about my well-being”.
Examples of PCI based on POS
“Considers my cultural goals and values”.
“Really cares about my cultural well-being”.
PCI “relates to the way organizations openly acknowledges employees cultural backgrounds, values, and beliefs, by showing support through promoting difference, understanding, tolerance, and support for cultural needs and obligations”.

5. Hypotheses
Hypotheses 1- 3: High PCI will be positively related to (1) job satisfaction, (2) career satisfaction, and negatively related to (3) turnover intentions.
Hypotheses 4:High PCI will be positively related to POS.
Hypotheses 5: POS will mediate the influence of PCI towards outcomes.

6. Method Purposeful sampling was undertaken for Maori.
Study one: 700 surveys were distributed to 200 firms (345 Maori employees responded, 49.3% response rate).
Study two: 600 online surveys were ed (144 Europeans responded, 24% response rate).
Survey one contained: POS, PCI and demographic variables.
Survey two contained: Dependent variables (e.g. job satisfaction, career satisfaction, and turnover intentions).
Respondents were on average:
Aged 38.9 (SD=11.9 years)
Married (66%)
Female (62%)
Urban location  (82%)
Worked 40.1 hours per week  (SD=9.7 hours)
Job tenure of 5.3 years (SD=6.4 years),

7. Results and Findings
MEDIATION EFFECTS MODEL (White = Maori, Red = European)
Job Sat
r2= .27
r2= .36
.41***/.51*
r2= .55
POS 
r2= .74
.75***
.95***
POS
PCI
.24**/.43*
Career Sat
r2= .09
r2= .16
Regression coefficients
Turnover
-.53***/-.73*
r2= .17
r2= .15

8. Questions and Comments 