School of Behavioral Sciences


Doctor of Philosophy in Psychology (PhD)


Gilbert Ernest Franco


Paradox, diversity management, inclusion management, organizational commitments, leadership, immigrant, minority, acculturation groups, immigrant policy, Nigeran-American


Leadership Studies | Psychology


The United States demographic and workforce are increasingly becoming more diverse. However, the question remains of how the leaders within diverse organizations can consistently manage workforce interaction to attain employee commitment. This quantitative study examines the relational effect of diversity and inclusion management on organizational commitment. Data for this study was collected using the SurveyMonkey online identity anonymity survey weblink. Voluntary participants entered the online survey through an invitation link to the consent page, explained the study's purpose focus on Nigerian American Immigrants and relevant inclusion and exclusion criteria. Initial one hundred thirty-five responses, whereas one hundred and twenty met all criteria with a demographic response rate of 65.8 percent Nigerian American immigrants and 34.2 percent American Minority Immigrants. The study assessed the outlined hypotheses using a hierarchical regression model in SPSS version 25 to assess the effect of diversity and inclusion management predictor variables on the organizational commitment criterion variable. The study findings provide empirically tested relational effects of inclusion and diversity management, indicating that inclusion management revealed a higher positive relational effect on organizational commitment. Consequently, organizational commitment is most effective when diversity receives support and commitment from top leadership to promote an inclusive environment. It provides training tools for HR management, organization management literature, TEDx Talks, and educational purposes for creating an inclusive environment.