Developing an Engaged and Innovative Workforce: The Vital Role of Organizational Support for Wellness and Inclusion Across Cultural Contexts

Background: In today’s increasingly diverse and global workplace, there is an imperative to understand the role that organizational climate plays in shaping employee experiences and contributions across cultural contexts. The present study aims to contribute to a greater understanding of the impact of organizational support for wellness, diversity, and inclusion on employees’ ability to thrive at work—by examining such employee outcomes as engagement, innovation, and intention to stay.

Method: This study employs cross-sectional data from 897 respondents to test study hypotheses. Data were drawn from self-report questionnaires collected at multinational companies in China with global operations in the Asia-Pacific region.  Participants were recruited from an availability sample frame at 6 companies.  A series of hierarchical OLS regression models were conducted regressing demographic characteristics, climate of support, diversity and inclusion on several employee outcomes (e.g. employee engagement, employee effort, intention to stay, and innovation).

Results: Model 1 explained 19% of the variance in employee engagement. Age, gender, marital status, education, family balance support, satisfaction with advancement opportunities, perceived organizational support for employee wellness, diversity climate, and inclusion were significantly associated with employee engagement at a p ≤ .05 level. Model 2 explained 55% of the variance in employee effort. Results for Model 2 suggest that age, education, perceived organizational support for employee wellness, diversity climate, and inclusion predict employee effort at a p ≤ .05. Model 3 explained 51% of intention to stay. Findings from Model 3 suggest that age, perceived organizational support for employee wellness, diversity climate, and inclusion were significantly related to employee intention to stay at a p ≤ .05. Model 4 explained 41% of the variance in employee innovation. Results from Model 4 suggest that age, education, perceived organizational support for employee wellness, satisfaction with advancement opportunities, diversity climate and inclusion were significantly related to employee innovation at a p ≤ .05.

Discussion/Implications: Results from the regression models tested point to some key organizational variables that influence employees’ ability to thrive. Some central findings include a positive relationship between perceived organizational support for employee wellness, diversity climate, and workplace inclusion as being related to greater employee engagement, employee effort, intention to stay and increased innovation among employees. These findings point to the importance of creating a work climate that promotes employee wellness, diversity, and inclusion given their positive impact on worker outcomes. Using the case of China as context for these findings, the impact of culture on workplace environments, employee experiences, and worker outcomes is explored.  Presentation will highlight key findings and offer implications for practice across cultural contexts.