Chapter 17: Practical Steps for Creating an Inclusive Workplace:
Climate for Diversity, Climate for Inclusion, and Survey Scales
Test Bank
Multiple Choice
1. Organizations aiming to become inclusive need to engage in a continuous _______________ stage
process:
a. Four
b. Two
c. Ten
d. Three
2.. The first stage in the process that organizations need to engage him to become inclusive is:
a. Strategic planning
b. Self study/assessment
c. Feedback
d. Implementation
3.. The shared perceptions of employees regarding an organizations policies, procedure, and practices is
referred to as _______________
a. Organiztional culture
b. Organizational environment
c. Organizational climate
d. Organizational values
4.. Employee perceptions regarding the extent to which the organizations policies reward role behaviors
that include employees from diverse backgrounds in organizational processes and social networks is
referred to as:
a. Organizational climate
b. Climate for inclusion
c. Climate for tolerance
d. Climate for diversity
5.. Inclusive organizations provide a climate that:
a. Generates a sense of belonging
b. Invites unskilled workers to take a greater part in senior level decision making
c. Keeps work related information held closely by a chosen few
d. Discourages too many people going out to lunch together in order to make sure the office has
coverage
6. Diversity refers to demographic differences that can be _______________ or _______________
a. Large; small
b. Observable; non-observable
c. Salient; inconsequential
d. Major; minor
7. An employee who is in an organization which actively invites contribution to the organization’s
communication patterns and decision making processes is likely in what type of organization?
a. Exclusive
b. Exclusionary
c. Inclusive
d. Open
8. What common approach do organizations use to assess diversity and inclusion?
a. HR department exit interviews
b. Employee interviews
c. Supervisor led focus groups
d. Organizational surveys
9. What is a limitation to the employee survey approach that many organizations used to assess diversity
and inclusion?
a. Most of the questions only have face value validity
b. There are not enough questions use to get a true baseline
c. Most people don’t understand the construct of ‘diversity’ in order to answer the question correctly
d. They typically measure the observable differences but not the non-observable ones
10.The Mor Barak inclusion-exclusion scale (MBIE) uses a matrix system of _______________ work-
organization system levels
a. Three
b. Five
c. Two
d. Four
11.The MBIE measures _______________ items that evaluate a worker’s sense of inclusion in relations
to the five work organization system levels
a. 12
b. 10
c. 15
d. 8
12. The five work organization system levels included in MBIE include all but the following levels:
a. Higher management
b. Supervisor
c. Organization
d. National
13. The MBIE also asked the respondent to assess his or her inclusion across three dimensions, the
decision making process, level of participation, and _______________
a. Information networks
b. Governance networks
c. Social networks
d. Development programs
14. The MBIE has been shown to have both _______________ and _______________
a. Consistency; face validity
b. Validity;reliability
c. Validity; congruence
d. Integrity; consistency
15. One study utilizing the MBIE in a mutivariate model found that:
a. Minority women have a stronger sense of self than white women
b. Inclusion was linked to timeliness and punctuality
c. Exclusion was linked to a lower sense of well-being
d. Exclusion was linked to lower salary
16. In a cross cultural study with samples of employees from similar high tech companies in the United
States and Israel, the inclusion exclusion measured demonstrated Cronbach’s alpha scores of ______
and ________ for the two national samples.
a. .92; .91
b. .71; .31
c. .75; .77
d. .99; .81
17. A second study tested a multivariate model and demonstrated that all but the following were
significant correlates of employee well-being
a. Salary
b. Inclusion-exclusion
c. Perception of fairness
d. Social support
18. Through the use of the MBIE scales, studies have demonstrated significant associations between
diversity and _________
a. Salary progression
b. Organizational culture
c. Problem solving
d. Political values
19. Examining perception of inclusion among Korean employees, findings from the study indicated that
perception of inclusion was strongly related to ____________ among the Korean employees.
a. Family size
b. Job mobility desire
c. Job performance (as evaluated by the employees’ supervisors)
d. Communication skills
20. In one study conducted in Denmark, findings showed that consistency in English management
communication and _________ were strongly associated to group involvement
a. Voice volume
b. Rate of speech
c. Non verbal mannerisms
d. Frequency of communication
21. In another study examining how perceived inclusion affected teen volunteers’ organizational
satisfaction,Cronbach alphas of the three distinct factors ranged from __________
a. .70 to .82.
b. .57 to .82
c. .60 to .85
d. .20 to .30
22. Using the MBIE measure, Waters and Bortree (2010) conducted a series of studies in which they
demonstrated that trust as a predictor of teen volunteers’ retention was ________________ with their
perception of inclusion in work groups and decision-making.
a. Negatively associated
b. Positively associated
c. Disassociated
d. Strongly associated
23. The Waters and Bortree (2010) study used the MBIE five system levels of work group, organization,
supervisor, higher management and social/informal, and the three dimensions of decision-making
process, information networks and _________
a. Social systems
b. Social networks
c. Level of participation/involvement
d. Community networks
24. What kind of data did the Age & Generations Study, carried out by the Sloan Center on Aging & Work
at Boston College collect?
a. Information on supervisory communication effectiveness
b. Information on employees’ perception of workplace trust
c. Information on employees’ retirement trends
d. Information on employees’ work experiences and perceptions,
25. The Age & Generations Study, gathered data from employees in nine U. S. workplaces in 2007-2008
using the MBIE scale. To date, how many research reports and peer–reviewed articles examining the role
of inclusion in the workplace have been published utilizing these data.
a. Three; one
b. Four;two
c. One; three
d. One; none
26. Findings from a study carried out by Matz-Costa, Pitt-Catsouphes, Besen, and Lynch (2009)
suggested that perceived inclusion ________ after the 2007 economic downturn.
a. Increased
b. Diminished
c. Stabilized
d. Randomly alternated
27. In the Pitt-Catsouphes, Matz-Costa and Besen (2009) study, team inclusion was measured using 11
items of the MBIE inclusion-exclusion scale. What did the study find in regards to workers providing child
and elder care and workers with three to 10 years of job tenure?
a. Both were likely to have high levels of team inclusion
b. Workers with three to 10 years of job tenure had twice the level of inclusion than the other group
c. Both were likely to have low levels of team inclusion
d. Workers providing child/elder had twice the level of inclusion than the other group
28. In a follow up study, Pitt-Catsouphes and Matz-Costa (2009) examined the engagement of multi–
generational employees and utilized the MBIE scale. What did they find that was associated with
younger-boomers but not for other older age groups?
a. Younger boomers cared more as to whether they were included or not
b. Older boomers were already disengaging in preparation for transition to retirement
c. Employee feelings of being included were not a predictor of worker engagement
d. Employee feelings of being included were a predictor of worker engagement
29. Matz-Costa, Carapinha, and Pitt-Catsouphes (2012) adapted a shorter version of the MBIE with
________ items comprising two factors — assessment of employee’s inclusion in team decision-making
and inclusion in information sharing.
a. 7
b. 10
c. 8
d. 5
30. What did Matz-Costa, Carapinha, and Pitt-Catsouphes (2012) find in regards to feelings of inclusion
by employees who felt they were age dissimilar from their work teams?
a. Age dissimilar employees reported being more included in both decision-making and information
sharing when the majority of the other team members were a different age than themselves
b. Age dissimilar employees reported being less included in both decision-making and information sharing
when the majority of the other team members were a different age than themselves
c. Age dissimilar employees reported being largely influential steering group opinions and attitudes in
both decision-making and information sharing when the majority of the other team members were a
different age than themselves
d. Age dissimilar employees reported being discounted and not given an opportunity to voice opinions in
both decision-making and information sharing when the majority of the other team members were a
different age than themselves
31. Using a sample of 359 child welfare workers, Travis and Mor Barak (2010) examined what factors
affected workers’ responses to challenging situations. The Cronbach’s alpha reliability measure of the
scale was .71, indicating _________
a. Good predictability
b. Good validity
c. Good internal consistency
d. Good assurance
32. What unexpected findings did Hopkins, Cohen-Callow, Kim, & Hwang (2010) find in their study
on predictors of job withdrawal, work withdrawal, job search behavior and exit from the organization in
child welfare?
a. That being part of the decision making process would contribute to staying in the organization
b. That once feelings of exclusion exist they don’t get reversed
c. That some excluded employees preemptively remove themselves from the decision-making process to
avoid rejection
d. That feelings of inclusion in the decision-making process were positively related to job withdrawal
33. In the Hopkins, Cohen-Callow, Kim, & Hwang (2010) study only four items were adapted from of the
MBIE inclusion-exclusion scale, what was the reported Cronbach’s alpha?
a. .88
b. ‘93
c. .77
d. .58
34. Using an employee sample of 107 primary respondents and 213 peer respondents in the United
States, Cottrill’s (2012) study reported that authentic leadership and organizational climate for ethics
were:
a. Moderately linked
b. Positively linked
c. Not associated
d. Negatively linked
35. Longitudinal studies conducted in three locations in the United States—California, Massachusetts,
and ______ demonstrated viable relationships between diversity, inclusion, and employee retention in
nonprofit public agencies.
a. New York
b. Washington, DC
c. Texas
d. South Carolina
36. Hwang and Hopkins (2015) study used a dataset comprised of more than 500 public child welfare
workers, and used the MBIE full _____ item inclusion-exclusion scale to examine relationships among
diversity characteristics, inclusion, and several organizational outcomes including organizational
commitment, job satisfaction, and intention to leave.
a. 10
b. 12
c. 8
d. 15
37. What did the Bortree and Waters (2014) study use the MBIE inclusion-exclusion scale to understand?
a. The role that inclusion plays in future volunteer intention among volunteers
b. The role that inclusion plays in senior leader retention
c. The role that inclusion plays in organization commitment behaviors
d. The role that inclusion plays in organization change management initiatives
38. How many levels does the MBIE full inclusion-exclusion scale consist of?
a. 15
b. 3
c. 18
d. 5
39. The diversity perception scale includes _______________ items with _______________ dimensions
a. 15; 5
b. 14; 3
c. 16; 2
d. 10; 6
40. The diversity perception scale was constructed by Mor Barak et al in order to measure:
a. Employees’ views about diversity initiatives
b. Employees’ views on cultural sensitivity
c. Employees’ views on cultural maturity
d. Employees’ views about the diversity climate in the organization
41. The two dimensions measured in the diversity perception scale include the organizational dimension
and the _______________
a. Personal dimension
b. Community dimension
c. National dimension
d. Global dimension
42. When scoring the diversity perception scale it is important to understand that the _______________
scores on the scale reflect a positive perception of diversity climate
a. Lower
b. Higher
c. Median
d. Odd
43. Why did Mor Barak et al include four reverse-scored questions when calculating the composite
diversity perceptions score?
a. It made the calculation of the composite score simpler
b. To measure the rate of inattention
c. To prevent response sets in answering the questions
d. To prevent the scale from being artificially inflated
44. The diversity perception scale seeks employees view on all of the following except:
a. ‘Old boys’ network
b. Human resource policies
c. Diversity awareness and related training
d. Telework
45. The climate of Inclusion-Exclusion Scale (MBIE) scale ask employees to share their view on all of the
following except:
a. Employee rewards and awards
b. Sharing of work-related information
c. Ability to influence decisions which affect the organization
d. Receipt of information about informal social activities
46. Item contributors to the development of the diversity perception scale included human resource
managers, project managers, midlevel managers and _______________
a. Senior leaders
b. Line workers
c. Union leadership
d. Organizational behavior consultants
47. The diversity perception scale as well as each of its factors, has shown _______________ internal
consistency with Cronbach’s alphas of .83; .86; .77 and .71.
a. Strong
b. Adequate
c. Strong to adequate
d. Weak
48. The diversity climate scale has been shown to have high levels of internal consistency in both
_______________ and _______________ samples.
a. Ethnic and non ethnic
b. In-group and out-group
c. Local and global
d. National and international
49. Focusing on diversity climate dimensionality, Buttner and her colleagues (2012) examined the
relative effect of two diversity measurements, the diversity climate dimensions captured by the Mor Barak
et al (1998) diversity climate scale and _______________
a. The Chrobot-Mason (2003) diversity promise fulfillment scale.
b. The Interactional Model of Cultural Diversity (IMCD)
c. Positive Climate for Diversity (PCFD)
d. Diversity Climate scale by Kossek and Zonia (1993)
50. Several studies have utilized the diversity climate scale as criteria for the development of other scales
measuring ______________
a. Diversity maturity
b. Diversity perception
c. Diversity sensitivity
d. Diversity behavior
True/False
1. Organizations with strong and positive climate for inclusion provide opportunities for employees of
diverse backgrounds to establish personalized ties
2. Although diversity and inclusion are often used interchangeably were as a single combine term they
are different constructs
3. Inclusion, unlike diversity is based on an employees perception
4. Diversity can exist without inclusion and inclusion can exist without diversity
5. Most employee surveys used to assess diversity and inclusion have strong validity and reliability
6. Findings showed that organizational inclusion-exclusion was positively associated with perceptions of
organizational support.
7. Reliability for the inclusion-exclusion scale has not yet been consistently documented in child welfare
studies.
8. Travis and Mor Barak (2010) examined what factors affected workers’ responses to challenging
situations. The findings suggested that workers who feel included in decision making are more likely to
speak up (exercise voice) and less likely to disengage psychologically (neglect).
9. Using an employee sample of 107 primary respondents and 213 peer respondents in the United
States, Cottrill’s (2012) study reported high internal consistency for the MBIE with Cronbach’s alphas
ranging from .81 to .90
10. The dimensions and factors of the diversity perception scale can not be separately summed and
analyzed, doing so will distort the insight into the composition of employees’ views of the diversity climate.
Essay
1. Based on the work done by Waters and Bortre on teen volunteer retention, how should the results of
the study influence current organization practices in retaining not just teen volunteers but others in their
workforce as well?
2. What evidence substantiates the claims that the MBIE is a valid, reliable measure of inclusion–
exclusion?
3. Thinking about the separate constructs of ‘diversity’ and ‘inlcusion’ compare and contrast the impact to
organizational culture and behavior as a result of having only one of the two constructs present in the
organization at a time.
4. In the diversity perception scale why is it important to measure both the organizational and personal
dimensions of diversity perception?
5. Thinking about your personal experiences in your current or past organizations, fill out and score the
diversity perception scale to get your composite diversity perception score. Does the resultant score
match your overall perception of your diversity experience in the organization? Please expound on your
answer