Meghna Sabharwal

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.

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. 

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

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. 

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.

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.