The goal of this sequential explanatory mixed methods research study was to advance the literature on organizational inclusivity for underrepresented minority groups working in professional agricultural careers. This study sought to understand the relationship between basic psychological needs (autonomy, competence and relatedness) and motivation amongst minorities that both did and did not participate in the co-educational national society MANRRS (Minorities in Agriculture, Natural Resources and Related Sciences). Understanding this relationship, in turn, hoped to reveal what motivating factors work best to improve feelings of inclusivity within an organization. Deci and Ryan's Self-Determination theory was utilized to guide the development and organization of the research objectives for this study. The objectives of this study were to: 1) identify selected demographic characteristics based on MANRRS member and non-member status (e.g. gender, race/ethnicity, age, highest degree earned, current position in career, state of residence, years of involvement in MANRRS as an undergraduate student, frequency of interaction with other members of underrepresented minority groups within their current position, etc.); 2) determine levels of organizational inclusion based on MANRRS member and non-member status; 3) determine levels of intrinsic work motivation based on MANRRS member and non-member status; 4) determine levels of satisfaction in the areas of autonomy, relatedness, and competence based on MANRRS member and non-member status; 5) determine levels of self-efficacy based on MANRRS member and non-member status; and, 6) explain variance in levels of perceived inclusion by selected variables (e.g. age, highest degree earned, and frequency of interaction with other members of underrepresented minority groups within their current position). Additionally, key findings indicated that MANRRS participants were lower in their satisfaction of the need for competence in the workplace when compared against non-MANRRS participants. / Doctor of Philosophy / Professional agricultural organizations are focused on creating a more diverse and inclusive workforce due to changing demographics within the United States. MANRRS (Minorities in Agriculture, Natural Resources and Related Sciences) is a co-educational national society that aims to introduce underrepresented minority students to the educational and professional opportunities available in agriculture, and to connect employers in the agricultural sector with highly qualified prospects for employment. With MANRRS being a source for recruitment of minority students into agricultural professions, this sequential explanatory mixed methods study will explore the relationship between basic psychological needs satisfaction (autonomy, competence, psychological relatedness) and motivation as they specifically relate to former MANRRS participants' (from 2013 to 2018) perceived feelings of inclusion in professional agricultural organizations. Deci and Ryan's Self-Determination theory was utilized to guide the development and organization of the research objectives for this study. The objectives of this study were to: 1) identify selected demographic characteristics based on MANRRS member and non-member status (e.g. gender, race/ethnicity, age, highest degree earned, current position in career, state of residence, years of involvement in MANRRS as an undergraduate student, frequency of interaction with other members of underrepresented minority groups within their current position, etc.); 2) determine levels of organizational inclusion based on MANRRS member and non-member status; 3) determine levels of intrinsic work motivation based on MANRRS member and non-member status; 4) determine levels of satisfaction in the areas of autonomy, relatedness, and competence based on MANRRS member and non-member status; 5) determine levels of self-efficacy based on MANRRS member and non-member status; and, 6) explain variance in levels of perceived inclusion by selected variables (e.g. age, highest degree earned, and frequency of interaction with other members of underrepresented minority groups within their current position). Additionally, key findings indicated that MANRRS participants were lower in their satisfaction of the need for competence in the workplace when compared against non-MANRRS participants. This study is intended to help identify characteristics or factors that may contribute to improving feelings of inclusion when entering agricultural careers.

The recruitment and retention for underrepresented minority (URM) students in agriculture and natural resources have been minimal. The importance of elucidating the lack of representation of students of color and underrepresented minority (URM) students in these fields suggests that appropriate actions at the secondary school and collegiate level need consideration. According to Silas (2016, p.iii), "students of color are currently underrepresented in agricultural disciplines when examining the increasingly diverse make-up of the United States." Examining the recruitment and retention strategies institutions are currently implementing is critical because of the narrative of these particular fields in the treatment of students of color and URM students over time. Many students of color and URM students that are currently matriculating a degree or currently in a career in these respective areas have possibly experienced the imposter phenomenon and imposter syndrome. People may feel like an imposter regarding accomplishments they believe they do not deserve or questioning their ability to receive such accolades. When an individual inhibits these feelings, this is an example of the imposter phenomenon or imposter syndrome. The imposter phenomenon, first recognized by Clance and O'Toole (1988), is a motivational disposition in which persons who have achieved some level of success feel like fakes or imposters. Individuals likely experiencing these imposter feelings during a period were examined using a lens based on the Critical Race Theory (Bell; 1987, Crenshaw, 1989; Delagado andStefancic, 2012) and Racial Identity Development Theory (Helms, 1990; Helms, 1993). The phenomenological study examines the effects of IP/IS in URM graduate students in agricultural and natural resource-related majors and fields. This method focuses on the participants' lived experiences regarding this phenomenon. The study itself examined how URM graduate students dealt with these particular feelings in their respective environments and what solutions were suggested or needed. The researcher interviewed ten participants regarding their perceptions of diversity and inclusion in agriculture, natural resources, and STEM-related fields. / Doctor of Philosophy / The need for diversity and inclusion within agriculture, natural resources, and STEM-related fields is critical and imperative as the demographics of the United States are changing. The shortage of minority individuals within agriculture, natural resources, and STEM-based fields impede the ultimate success and potential within these areas. The utilization of underrepresented minority (URM) individuals within these spaces ensure proper diversity and inclusion methods within these environments. The minimal efforts of diversity and inclusion within these environments are likely to promote feelings of an imposter within these URM individuals which would likely hinder success and motivation. The imposter phenomenon and imposter syndrome are particular feelings in which persons who have achieved some level of success possibly feel like fakes or imposters. This study examines the perceptions of URM students that have perhaps experienced feelings related to this phenomenon in less diverse and inclusive settings. The researcher examines critical race theory and racial identity development by interviewing ten participants about their perceptions of diversity and inclusion and the imposter phenomenon and imposter syndrome within the agricultural, natural resource, and STEM-related majors and fields.