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Working Paper No. 2010: 4, Institute for Labour Market Policy Evaluation, Lund, Sweden.

.; 4.

I know I can trust this organization (trust);People are valued as individuals by the organization (value individual attributes);My opinions matter to the organization (PWE);I have access to new opportunities (access);The organization distributes recognitions fairly (rewards);I think the organization recognizes diversity (cultural);I feel respected by the organization (respect);I always feel like I’m part of a team at work (social); Table 4 presents the reliability analysis of the eight-item Workplace Inclusion Scale.

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., how we work); 4) the nature of tasks and responsibilities (i.e., what we work on); 5) the career paths (i.e., how we understand our careers); and (6) the workforce (i.e., who works).

Faulty assumption 4: Employees’ only motivation to learn about pay is increasing compensation.

Duflo, Esther and Abhijit Banerjee. 2019. “ Economic Incentives Don’t Always Do What We Want Them To ,” New York Times , Oct. 27, p 4(L).

At the time the WorldatWork survey was conducted, more than 4 in 10 (41.8%) respondents indicated that their organization preferred to hire people who were specialists in a single area of TR.

.; Investing in mental health improves employee health, productivity and loyalty For every $1 put into treatment for common mental health disorders, there is a return of $2-$4 in improved health and productivity, according to World Health Organization (2021) estimates.;89% of workers at companies that support well-being initiatives are more likely to recommend their employer to others (Beheshti 2019).;80% of employees treated for mental illness report improved levels of work effectiveness and satisfaction.

;Level 4: Contributing to customer success, offering unique configurations, crafting major contracts.; Job Levels by Title In the following table, the company can offer one to four job levels per title.