Climate for Inclusion, Belongingness, and Discrimination: Their Influence on Job Satisfaction in Pakistan’s Public Hospitals

Abstract

There is growing difficulty in the management of the new complex workforce in workplaces, especially in the health sector by human resource leaders. In the time diversity management has received attraction, there is scarce study inquiring about the combined effects on climate of relating inclusion, belongingness, and discrimination to job satisfaction. This analysis is a step to fill this gap through the analysis of data obtained on 200 employees within the context of the public hospital of Pakistan using SPSS 23. The research demonstrates some important findings using the convenience sampling via descriptive statistics of data: reliability analysis, correlation, and regression analysis. There were excellent positive correlations between inclusion climate (r=0.432) and belongingness (r=0.345) and job satisfaction whereas, discrimination was strongly negative (r= -0.794). These strong findings can be validated by regression analysis (beta=.344 to include, beta=.290 to belong, beta=.251 to discriminate) and point to the fact that developing the environments of inclusiveness and deepening interpersonal relationships between personnel will go a long way in positively impacting job satisfaction and in offsetting the negative impacts of discrimination in the workplace. The paper empirically shows the healthcare administrators how to come up with specific diversity programs, training sessions, and policy changes that can foster a sense of belongingness and curb discriminatory behaviors thus enhancing the wellbeing and the overall organizational performance in the Pakistani health sector.

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