The forthcoming (pre-published online) article below suggests, among other things, that the degree to which a company promotes diversity and inclusion has a negligible effect on how an employee rates the company (which reflects job satisfaction). This is in fact not the main theme of the article, but it is something that received plenty of pushback from reviewers. The analysis was conducted a while ago, when research results that did not strongly support diversity and inclusion were typically viewed rather unfavorably by review panels in many academic journals. We thank the prestigious journal Personnel Review for their academic integrity.
Kock, N., Haddoud, M. Y., Onjewu, A. K., & Yang, S. (forthcoming). Unveiling workplace dynamics: Insights from voluntary disclosures on business outlook and CEO approval. Personnel Review.
Links to full-text versions of the article:
https://www.emerald.com/insight/content/doi/10.1108/pr-03-2024-0251/full/html
https://pure-oai.bham.ac.uk/ws/portalfiles/portal/253297641/KockN2025Unveiling_AAM.pdf
Abstract:
Purpose: This inquiry extends the discourse on job satisfaction and employee referral. It aims to examine the moderating effects of perceived business outlook and CEO approval in the dynamics of job satisfaction and employee referral. A model predicting job satisfaction and employee referral through the lens of Herzberg’s two-factor theory is developed and tested. Design/methodology/approach: To remedy the overreliance on self-reported surveys, impeding generalization and representativeness, this study uses large evidence from 14,840 voluntary disclosures of US employees. A structural equation modeling technique is adopted to test the hypotheses. Findings: The inherent robust path analysis revealed intriguing findings highlighting culture and values as exerting the most substantial positive impact on job satisfaction, while diversity and inclusion played a relatively trivial role. Moreover, employees’ view of the firms’ outlook and their approval of the incumbent CEO were found to strengthen the job satisfaction–referral nexus. Originality/value: The study revisits the relationship between job satisfaction and employee referral by capturing the moderating effects of perceived business outlook and CEO approval. We believe that this investigation is one of the first to capture the impact of these two pivotal factors.
The figure below summarizes the results of the study. The overall rating variable reflects satisfaction with one’s job at a particular company, which predictably influences the probability that a person will recommend the company to a friend as a potential employer. If we had relied only on statistical significance tests, the effect of diversity and inclusion on job satisfaction would actually be negative and statistically significant. But based on the small effect size, we felt that it would be more scholarly to report the effect in question as indistinguishable from zero. With large samples, the likelihood of type I errors (false positives) increases dramatically in statistical significance tests, whether P values or confidence intervals are used.
Shiyu got us the awesome Glassdoor dataset, while Yacine and Adah-Kole did most of the theory development and later discussion work (thank you, my talented co-authors). The curious thing is that I did the analyses for this article, using WarpPLS and double-checking with other analysis tools, and was not only surprised but rather displeased with the results. But why was I displeased with the results? Well, as an academic, I work in a very diverse environment, and find that diversity stimulating. In particular, I am very interested about countries and regions (domestically and abroad), their cultures, and histories. Furthermore, as someone with a diverse background, I have lived in Brazil and New Zealand, before settling in the US. While in the US, Belgium was like a second home for several years, as I travelled there often to consult for the European Commission.
Yet, regardless of personal background, and for the sake of societal credibility, academics must report research results as they are, to the best of their ability. Furthermore, they must report research results independently from political orientation and how they personally feel about those results. Finally, they have to resign themselves to the fact that all empirical studies provide incomplete views of the world, and usually call for more research using different approaches and epistemologies.
Best regards to all!
PS: I thank Nadya Larumbe for her comments on a previous version of this post.
