The JEDI: An Organization Culture Assessment Inventory is a comprehensive tool that helps organizations measure and improve their culture. The book consists of an 78-item questionnaire that measures management and individual contributors' perceptions of organizational justice, leadership, inclusion, and productivity. The book also comes with a scoring tool, JEDI competency detail, and ways to improve your competencies.
The JEDI is a valuable resource for organizations of all sizes. It can be used to:
At Mason & Bone, our mission is to provide exceptional quality management consulting and research services to both Federal and Commercial sectors. As a woman and minority-owned company, we are committed to delivering innovative and state-of-the-art solutions to our clients in the areas of program evaluation, project management, leadership development, and communications projects. We believe in building lasting partnerships with our clients and leveraging our expertise to help them achieve their goals. We are dedicated to excellence, diversity, and inclusion, and we strive to make a positive impact in the communities we serve.
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Our vision at Mason & Bone is to be recognized as a leading provider of quality management consulting and research services to Federal and Commercial sectors. We strive to be at the forefront of innovation in program evaluation, project management, leadership development, and communications projects, delivering exceptional value to our clients. As a woman and minority-owned company, we are committed to promoting diversity, equity, and inclusion in all aspects of our work, and to making a positive impact in the communities we serve. Our goal is to build long-lasting partnerships with our clients, based on mutual trust and respect, and to be a trusted advisor for all their management consulting and research needs.
The purpose of this quantitative correlational study was to examine the perceptions of the experiences of individuals who work in the technology industry. Specifically, this study examined to what extent the dependent variables perceptions of organizational justice, performance, productivity, support, detachment, autonomy, inclusion, and work-life conflict differ between the independent variables gender, work location and language, ability, race, sexuality, position, and household size. Five-hundred and three self-identified technology industry workers completed a 99-item survey that measured their perceptions of their work experiences. A multiple regression analysis was conducted to see if a set of demographics had different perceptions of organizational justice. The overall model was significant, R2 = .064, F (9, 478) = 3.64, p <.001. This is a large effect size. The overall model is a significant predictor and account for 64% of the variance of perceptions of organizational justice. More specifically, the individual predictors race, gender, and position were significant. The results of this study, suggest that the technology industry appears to be an industry where workers feel they are included, supported, and treated fairly. To mitigate risk and produce productive high performing teams’ managers and human resources leaders should consider ways to continue to maintain healthy stress levels throughout their organizations.
Simms, A. (2022). Perceptions of organizational justice in the technology industry [Doctoral Dissertation, Chicago School of Professional Psychology]. ProQuest Dissertations Publishing. https://www.proquest.com/docview/2770646534