People with disabilities have long faced barriers to employment and career advancement due to persistent stigmatization. Although diversity, equity, inclusion, and accessibility (DEIA) initiatives have gained attention in public administration, their impact on employees with disabilities remains underexplored. This study investigates how DEIA initiatives influence the experience, welfare, and performance confidence of disabled civil servants in Indonesian government institutions. Using covariance-based structural equation modeling (CB-SEM), the analysis incorporates confirmatory factor analysis (CFA) and structural model evaluation, along with hypothesis testing. The findings highlight positive relationships between DEIA initiatives and the experience, welfare, and performance confidence, as well as between employee experience and welfare and performance confidence among individuals with disabilities. This study addresses a pressing issue in workplace environments, offering insights to inform the development of more effective HR practices aimed at overcoming these challenges.
BaeK. B.SabharwalM.SmithA. E.BermanE. (2016). Does demographic dissimilarity matter for perceived inclusion? Evidence from public sector employees. Review of Public Personnel Administration, 37(1), 4–22.
2.
BandalosD. L.FinneyS. J. (2019). Factor analysis: Exploratory and confirmatory. In HancockG. R.StapletonL. M.MuellerR. O. (Eds.), The reviewer’s guide to quantitative methods in the social sciences (2nd ed., pp. 98–122). Routledge.
3.
ByrneB. M. (2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming (3rd ed.). Routledge.
4.
ChoiS.RaineyH. G. (2014). Organizational fairness and diversity management in public organizations: Does fairness matter in managing diversity?Review of Public Personnel Administration, 34(4), 307–331.
5.
ChordiyaR. (2020). Organizational inclusion and turnover intentions of federal employees with disabilities. Review of Public Personnel Administration, 42(1), 60–87.
6.
ChordiyaR.DolamoreS.LoveJ. M.BorryE. L.ProtonentisA.SternB.WhitebreadG. (2024). Staking the tent at the margins: Using disability justice to expand the theory and praxis of social equity in public administration. Administrative Theory & Praxis, 46(1), 95–120.
7.
ChordiyaR.SabharwalM. (2024). Managing diversity, equity, and inclusion in public service organizations: A liberatory justice approach. Routledge.
8.
ClotteyT.BentonW. C. (2020). Technical note: Recommendations for assessing unit nonresponse bias in dyadic focused empirical supply chain management research. Decision Sciences, 51(2), 423–447.
9.
CohenJ.CohenP.WestS. G.AikenL. S. (2003). Applied multiple regression/correlation analysis for the behavioral sciences (3rd ed.). Lawrence Erlbaum Associates.
10.
CollC.MignonacK. (2023). Perceived organizational support and task performance of employees with disabilities: A need satisfaction and social identity perspectives. The International Journal of Human Resource Management, 34(10), 2039–2073.
11.
CoxK. S.HolcombZ. C. (2022). Interpreting basic statistics: A workbook based on excerpts from journal articles (9th ed.). Routledge.
12.
DillmanD. A.SmythJ. D.ChristianL. M. (2014). Internet, phone, mail, and mixed mode surveys: The tailored design method (4th ed.). Wiley.
13.
DouglasB. D.EwellP. J.BrauerM. (2023). Data quality in online human-subjects research: Comparisons between MTurk, Prolific, CloudResearch, Qualtrics, and SONA. PLOS ONE, 18(3), e0279720.
14.
EmidyM. B.LewisG. B.Pizarro-BoreX. (2024). U.S. Federal employees with disabilities: How perceptions of diversity, equity, inclusion, and accessibility affect differences in job Satisfaction, organizational commitment, and job involvement. Public Personnel Management, 53(4), 649–679.
15.
FeeneyM. K.CamarenaL. (2019). Gender, race, and diversity values among local government leaders. Review of Public Personnel Administration, 41(1), 105–131.
16.
GalazkaA. M.Al-AmoudiI. (2024). Managing stigma together: Relationality in the wound clinic. Organization. Advance online publication. https://doi.org/10.1177/13505084241230808
17.
GarsonG. D. (2023). Factor analysis and dimension reduction in R. Routledge.
18.
GoffmanE. (2018). Stigma and social identity. In RainwaterL. (Ed.), Deviance and liberty: Social problems and public policy (pp. 24–31). Routledge.
19.
GunzlerD. D.PerzynskiA. T.CarleA. C. (2021). Structural equation modeling for health and medicine. CRC Press.
20.
HarlowL. L. (2023). The essence of multivariate thinking: Basic themes and methods (3rd ed.). Routledge.
HersugondoH.BatuK. L.Chiappetta JabbourC. J.Lopes de Sousa JabbourA. B.LatanH. (2025). Navigating job satisfaction: Unveiling the nexus of diversity, equity, inclusion, accessibility (DEIA), perceived supervisory support, and intrinsic work experience. Public Personnel Management, 54(1), 24–47.
23.
HoangT.SuhJ.SabharwalM. (2022). Beyond a numbers game? Impact of diversity and inclusion on the perception of organizational justice. Public Administration Review, 82(3), 537–555.
24.
HoyleR. H. (Ed.). (2023). Handbook of structural equation modeling (2nd ed.). Guilford Press.
25.
Husar HolmesM.EliasN. M.D’AgostinoM. J. (2023). Inclusion in public-sector workplaces: Charting a path for theory and practice. Public Personnel Management, 52(4), 491–497.
26.
IacobucciD.PopovichD. L.MoonS.RománS. (2023). How to calculate, use, and report variance explained effect size indices and not die trying. Journal of Consumer Psychology, 33(1), 45–61.
27.
JiangZ.DeHart-DavisL.BorryE. L. (2022). Managerial practice and diversity climate: The roles of workplace voice, centralization, and teamwork. Public Administration Review, 82(3), 459–472.
28.
JöreskogK. G.OlssonU. H.WallentinF. Y. (2016). Multivariate analysis with LISREL. Springer.
29.
KlineR. B. (2023). Principles and practice of structural equation modeling (5th ed.). Gulford Press.
30.
KlinksiekI. D. (2024). Bridging the gap between diversity, equity and inclusion policy and practice: The case of disability. Transfer: European Review of Labour and Research, 30(2), 207–223.
LeslieL. M.MayerD. M.KravitzD. A. (2013). The stigma of affirmative action: A stereotyping-based theory and meta-analytic test of the consequences for performance. Academy of Management Journal, 57(4), 964–989.
33.
LitmanL.RobinsonJ. (2021). Conducting online research on amazon mechanical Turk and beyond. SAGE Publications.
34.
LyonsB. J.PekS.WesselJ. L. (2017). Toward α “sunlit path”: Stigma identity management as α source of localized social change through interaction. Academy of Management Review, 42(4), 618–636.
35.
McCandlessS.BishuS. G.Gómez HernándezM.Paredes ErasoÉ.SabharwalM.SantisE. L.YatesS. (2022). A long road: Patterns and prospects for social equity, diversity, and inclusion in public administration. Public Administration, 100(1), 129–148.
36.
MenendianS.ElsheikhE.GambhirS. (2021). 2020 Inclusiveness Index: Measuring global inclusion and marginality. Othering & Belonging Institute.
37.
MillerB. K.SimmeringM. J. (2023). Attitude toward the color blue: An ideal marker variableOrganizational Research Methods, 36(3), 409–440.
38.
MoonK.-K.ChristensenR. K. (2022). Moderating diversity, collective commitment, and discrimination: The role of ethical leaders in the public sector. Journal of Public Administration Research and Theory, 32(2), 380–397.
39.
NewboldP.CarlsonW. L.ThorneB. M. (2023). Statistics for business and economics (10th ed.). Pearson.
40.
NewmanM. A.AliS.PowellA.SouthJ. (2023). The experience of local governments in promoting equity and inclusion. Public Personnel Management, 52(4), 624–649.
41.
NgE. S.SearsG. J. (2014). Toward representative bureaucracy: Predicting public service attraction among underrepresented groups in Canada. Review of Public Personnel Administration, 35(4), 367–385.
42.
ParkS.GuptaS. (2012). Handling endogenous regressors by joint estimation using copulas. Marketing Science, 31(4), 567–586.
43.
PielstickerD. I.HieblM. R. W. (2020). Survey response rates in family business research. European Management Review, 17(1), 327–346.
44.
PodsakoffP. M.PodsakoffN. P.WilliamsL. J.HuangC.YangJ. (2024). Common method bias: It’s bad, it’s complex, it’s widespread, and it’s not easy to fix. Annual Review of Organizational Psychology and Organizational Behavior, 11, 17–61.
45.
RaykovT.MarcoulidesG. A. (2011). Introduction to psychometric theory. Routledge.
46.
ReeseC. C. (2018). The status of public sector pay equity for women of color in the United States. Review of Public Personnel Administration, 39(4), 594–610.
47.
RiccucciN. M. (2009). The pursuit of social equity in the federal government: A road less traveled?Public Administration Review, 69(3), 373–382.
48.
RiccucciN. M. (2021). Managing diversity in public sector workforces. Routledge.
49.
RitzA.AlfesK. (2018). Multicultural public administration: Effects of language diversity and dissimilarity on public employees’ attachment to employment. Public Administration, 96(1), 84–103.
50.
SabharwalM. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197–217.
51.
SabharwalM.LevineH.D’AgostinoM. (2016). A conceptual content analysis of 75 years of diversity research in public administration. Review of Public Personnel Administration, 38(2), 248–267.
52.
ScheafD. J.LoignonA. C.WebbJ. W.HeggestadE. D. (2023). Nonresponse bias in survey-based entrepreneurship research: A review, investigation, and recommendations. Strategic Entrepreneurship Journal, 17(2), 291–321.
53.
SchurL.HanK.KimA.AmeriM.BlanckP.KruseD. (2017). Disability at work: A look back and forward. Journal of Occupational Rehabilitation, 27(4), 482–497.
54.
TuanL. T.RowleyC.KhaiD. C.QianD.MasliE.LeH. Q. (2020). Fostering well-being among public employees with disabilities: The roles of disability-inclusive human resource practices, job resources, and public service motivation. Review of Public Personnel Administration, 41(3), 466–496.
55.
VenturiniS.MehmetogluM.LatanH. (2023). Software packages for partial least squares structural equation modeling: An updated review. In LatanH.Hair JrJ. F.NoonanR. (Eds.), Partial least squares path modeling: Basic concepts, methodological issues and applications (2nd ed., pp. 113–152). Springer.
56.
WeeksK. P.TaylorN.HallA. V.BellM. P.NottinghamA.EvansL. (2024). “They say they support diversity initiatives, but they don’t demonstrate it”: The impact of DEI paradigms on the emotional labor of HR&DEI professionals. Journal of Business and Psychology, 39(2), 411–433.
57.
WenzelA.-K.KrauseT. A.VogelD. (2017). Making performance pay work: The impact of transparency, participation, and fairness on controlling perception and intrinsic motivation. Review of Public Personnel Administration, 39(2), 232–255.
58.
WhittakerT. A.SchumackerR. E. (2022). A beginner’s guide to structural equation modeling (5th ed.). Routledge.
59.
WilliamL.PauksztatB.CorbyS. (2024). Representative bureaucracy and disabled employees in the British public sector. International Public Management Journal, 27(3), 383–400.
60.
ZhangR.WangM. S.ToubianaM.GreenwoodR. (2020). Stigma beyond levels: Advancing research on stigmatization. Academy of Management Annals, 15(1), 188–222.
