Date of Award
2025
Document Type
Dissertation - Open Access
Degree Type
Dissertation
Degree Name
Doctor of Business Administration (DBA)
Advisor(s)
Tracy Kizer
Second Advisor
Kimberly Smith-Jentsch
Third Advisor
Paul Harris
Keywords
Organizational diversity climate, employee basic psychological needs, DEI initiatives, inclusive organizations, employee attitudes, employee intentions
Abstract
This dissertation examined the role of employees' basic psychological need satisfaction— autonomy, competence, and relatedness—and its relationship to employee attitudes toward organizational diversity, equity, and inclusion (DEI) initiatives. Grounded in Self-Determination Theory (SDT) (Deci & Ryan, 2000), the study explored how fulfilling these needs influenced employees’ perceptions of value, attitudes towards and behavioral intentions regarding DEI initiatives. A review of relevant literature emphasized the intersection between motivational need satisfaction and diversity initiatives, particularly the role of intrinsic motivation in shaping attitudes. Data were collected from a sample of 269 U.S. based professionals via LinkedIn, Facebook, and Centiment, a third-party panel provider. Quantitative analyses assessed the relationships between psychological need satisfaction, perceived value of DEI, and employee attitudes. While the hypotheses predicting a direct positive relationship between need satisfaction and DEI attitudes were not supported, results showed that need satisfaction was significantly associated with perceived value of DEI initiatives. In turn, perceived value emerged as the strongest predictor of favorable attitudes toward DEI. Additionally, a supportive diversity climate was explored as a moderator between need satisfaction and attitudes These findings underscore the importance of designing DEI initiatives that clearly demonstrate their relevance and benefit to employees. This study contributes to ongoing conversations about DEI implementation by offering a motivational framework for understanding and influencing employee engagement. It offers practical guidance to managers seeking to foster inclusive cultures through strategies that resonate with employees’ psychological needs and perceived organizational fairness.
Recommended Citation
Hemphill, Annette Cherice, "Understanding Employee Attitudes Towards Organizational DEI Initiatives: A Self-Determination Perspective" (2025). Dissertations from the Executive Doctorate in Business Administration Program. 54.
https://scholarship.rollins.edu/dba_dissertations/54
