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Meghna Sabharwal

Associate Professor of Public and Nonprofit Management, The University of Texas at Dallas
Areas of Expertise:
  • Race & Ethnicity
  • Immigration
  • Labor

About Meghna

Sabharwal's research expertise lies in public human resource management, specifically related to workplace diversity, job satisfaction, performance, comparative human resource management, and high-skilled immigration. 

Contributions

Publications

"Inclusive Work Practices: Turnover Intentions among LGBT Employees of the U.S. Federal Government " (with Helisse Levine, Maria D'Agostino, and Tiffany Nguyen). The American Review of Public Administration 49, no. 4 (2018): 482-494.

Examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Uses the Office of Personnel Management's inclusion quotient and the 2015 Federal Employee Viewpoint Survey and identifies links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals.

"A Conceptual Content Analysis of 75 Years of Diversity Research in Public Administration" (with Helisse Levine and Maria D'Agostino). Review of Public Personnel Administration 38, no. 2 (2018): 248-267.

Assesses the state-of-the-field by addressing the following question: How has research on diversity in the field of public administration progressed over time? Seeks to examine how the focus of diversity has transformed over time and the way the field has responded to half a century of legislation and policies aimed at both promoting equality and embracing difference. 

"Is Diversity Management Sufficient? Organizational Inclusion to Further Performance" Public Personnel Management 43, no. 2 (2014): 197-217.

Focuses on the concept of organizational inclusion, which goes beyond diversity management, the dominant paradigm in the field of public administration.

"From Glass Ceiling to Glass Cliff: Women in Senior Executive Service" Journal of Public Administration Research and Theory 25, no. 2 (2013): 399-426.

Uses federal government data to examine the phenomenon recently termed as "glass cliff." Discusses how women in leadership positions continue to face an uphill battle; they often are placed in precarious positions setting them up for failure and pushing them over the edge. 

"Faculty Job Satisfaction across Gender and Discipline" (with Elizabeth A. Corley). The Social Science Journal 46, no. 3 (2009): 539-556.

Explores and compares the job satisfaction rates of faculty members employed in research institutions with special attention paid to differences across gender and disciplines. Employs data from the 2003 Survey of Doctorate Recipients, which is a biennially collected survey of doctoral awardees and is funded by the National Science Foundation.

"Foreign-Born Academic Scientists and Engineers: Producing More and Getting Less than Their U.S.-Born Peers?" (with Elizabeth A. Corley). Research in Higher Education 48, no. 8 (2007): 909-940.

Uses 2001 Survey of Doctorate Recipients data from the National Science Foundation to compare productivity levels, work satisfaction levels and career trajectories of foreign-born scientists and U.S.-born scientists. Indicates that foreign-born academic scientists and engineers are more productive than their U.S.-born peers in all areas; yet, average salaries and work satisfaction levels for foreign-born scientists are lower than for U.S.-born scientists.