Methods: Sample - A convenience sample of employees (n=236) was recruited from a garment factory based in Mexico, owned/managed by Korean nationals, producing garments to primarily U.S. clients. Women represented the majority of workers, constituting approximately 87% of the overall sample. Participants had a mean age of 29.45, 50% had completed middle school, and the mean years working at the organization was 3.48 years.
Measures – We utilized a 15-item scale for climate of inclusion (Mor Barak & Cherin, 1998; Mor Barak 2006) to assess the participants’ perceptions of inclusion within the organization; a 4-item measure Job satisfaction generated by the 1977 Quality of Employment Survey (Quinn and Staines, 1979); An 8-item affective commitment scale to measure organizational commitment (Allen, & Meyer, 1990); and an adapted 4-item scale of intention to leave developed by Abrams, Ando, and Hinkle (1998). Statistical Analysis - Multivariate regression was utilized as a main modeling strategy.
Results: Climate of inclusion was a significant predictor of job satisfaction (b=.17, t=4.87, p<.001), organizational commitment (b=.16, t=3.78, p <.001), and intention to leave (b=-.085, t= -2.01, p=.046) amongst the sample of garment factory workers, controlling for level of education, gender and age.
Conclusions and Implications: Our findings suggest that climate of inclusion has the potential to promote job satisfaction among garment factory employees and therefore increase their sense of organizational commitment and decrease their intention to leave. The present study furthers knowledge on employee experiences and highlights that climates of inclusion can be used to promote equity within low-wage garment factory workers. More research is needed to explore the relationship between inclusion and worker and organizational outcomes as well as ways to improve climate of inclusion.