The impact of supervisor-subordinate racial-ethnic and gender dissimilarity on mentoring quality and turnover intentions: do positive affectivity and communal culture matter?
Demographic dissimilarity in supervisor-subordinate dyads is often associated with negative subordinate work experiences. Extending relational demography and mentoring research, the authors examined whether employee positive affectivity and communal culture ameliorated the negative effects of superv...
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| Published in | International journal of human resource management Vol. 30; no. 22; pp. 3138 - 3165 |
|---|---|
| Main Authors | , , , |
| Format | Journal Article |
| Language | English |
| Published |
London
Routledge
16.12.2019
Taylor & Francis LLC |
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| Abstract | Demographic dissimilarity in supervisor-subordinate dyads is often associated with negative subordinate work experiences. Extending relational demography and mentoring research, the authors examined whether employee positive affectivity and communal culture ameliorated the negative effects of supervisor-subordinate racial (gender) dissimilarity on mentoring quality and reduced turnover intentions. Within a sample of 197 employees from various U.S. companies, racial dissimilarity was negatively related to mentoring quality and this relationship was stronger among employees who were lower in positive affectivity. Finally, mentoring quality mediated the racial dissimilarity-turnover intentions relationship, as moderated by positive affectivity. Specifically, racial dissimilarity reduced mentoring quality, thereby increasing turnover intentions, especially for employees who were low in positive affectivity. The research and practical implications of the study findings are noted. |
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| AbstractList | Demographic dissimilarity in supervisor-subordinate dyads is often associated with negative subordinate work experiences. Extending relational demography and mentoring research, the authors examined whether employee positive affectivity and communal culture ameliorated the negative effects of supervisor-subordinate racial (gender) dissimilarity on mentoring quality and reduced turnover intentions. Within a sample of 197 employees from various U.S. companies, racial dissimilarity was negatively related to mentoring quality and this relationship was stronger among employees who were lower in positive affectivity. Finally, mentoring quality mediated the racial dissimilarity-turnover intentions relationship, as moderated by positive affectivity. Specifically, racial dissimilarity reduced mentoring quality, thereby increasing turnover intentions, especially for employees who were low in positive affectivity. The research and practical implications of the study findings are noted. |
| Author | Garg, Sargam Pustovit, Sasha Richard, Orlando C. McKay, Patrick F. |
| Author_xml | – sequence: 1 givenname: Orlando C. surname: Richard fullname: Richard, Orlando C. organization: School of Management, University of Texas at Dallas – sequence: 2 givenname: Patrick F. surname: McKay fullname: McKay, Patrick F. email: pmckay@smlr.rutgers.edu organization: School of Management and Labor Relations, Rutgers, The State University of New Jersey – sequence: 3 givenname: Sargam surname: Garg fullname: Garg, Sargam organization: School of Management and Labor Relations, Rutgers, The State University of New Jersey – sequence: 4 givenname: Sasha surname: Pustovit fullname: Pustovit, Sasha organization: School of Management and Labor Relations, Rutgers, The State University of New Jersey |
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| SubjectTerms | Culture Demography Diversity Employees Gender Human resource management Mentoring organizational culture Positive emotions Quality relational demography Self destructive behavior Subordination turnover intentions |
| Title | The impact of supervisor-subordinate racial-ethnic and gender dissimilarity on mentoring quality and turnover intentions: do positive affectivity and communal culture matter? |
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