RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY?
Given considerable racial differences in voluntary turnover (Bureau of Labor Statistics, 2006, Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro‐d...
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| Published in | Personnel psychology Vol. 60; no. 1; pp. 35 - 62 |
|---|---|
| Main Authors | , , , , , |
| Format | Journal Article |
| Language | English |
| Published |
Malden, USA
Blackwell Publishing Inc
01.03.2007
Blackwell Publishing Ltd |
| Subjects | |
| Online Access | Get full text |
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| Abstract | Given considerable racial differences in voluntary turnover (Bureau of Labor Statistics, 2006, Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro‐diversity work climate perceptions would correlate most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and Whites (Hypothesis 1), and that organizational commitment would mediate these interactive effects of race and diversity climate perceptions on turnover intentions
(Hypothesis 2). Results from a sample of 5,370 managers partially supported both hypotheses, as findings were strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. |
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| AbstractList | Given considerable racial differences in voluntary turnover (Bureau of Labor Statistics, 2006, Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro-diversity work climate perceptions would correlate most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and Whites (Hypothesis 1), and that organizational commitment would mediate these interactive effects of race and diversity climate perceptions on turnover intentions (Hypothesis 2). Results from a sample of 5,370 managers partially supported both hypotheses, as findings were strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. [PUBLICATION ABSTRACT] Given considerable racial differences in voluntary turnover ( Bureau of Labor Statistics, 2006 , Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro‐diversity work climate perceptions would correlate most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and Whites (Hypothesis 1), and that organizational commitment would mediate these interactive effects of race and diversity climate perceptions on turnover intentions (Hypothesis 2). Results from a sample of 5,370 managers partially supported both hypotheses, as findings were strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. Given considerable racial differences in voluntary turnover (Bureau of Labor Statistics, 2006, Table 28), the present study examined the influence of diversity climate perceptions on turnover intentions among managerial employees in a national retail organization. The authors hypothesized that pro‐diversity work climate perceptions would correlate most negatively with turnover intentions among Blacks, followed in order of strength by Hispanics and Whites (Hypothesis 1), and that organizational commitment would mediate these interactive effects of race and diversity climate perceptions on turnover intentions (Hypothesis 2). Results from a sample of 5,370 managers partially supported both hypotheses, as findings were strongest among Blacks. Contrary to the hypotheses, however, White men and women exhibited slightly stronger effects than Hispanic personnel. |
| Author | HERNANDEZ, MORELA HEBL, MICHELLE R. McKAY, PATRICK F. AVERY, DEREK R. TONIDANDEL, SCOTT MORRIS, MARK A. |
| Author_xml | – sequence: 1 givenname: PATRICK F. surname: McKAY fullname: McKAY, PATRICK F. organization: Sheldon B. Lubar School of Business University of Wisconsin-Milwaukee – sequence: 2 givenname: DEREK R. surname: AVERY fullname: AVERY, DEREK R. organization: School of Business Rutgers University – sequence: 3 givenname: SCOTT surname: TONIDANDEL fullname: TONIDANDEL, SCOTT organization: Department of Psychology Davidson College – sequence: 4 givenname: MARK A. surname: MORRIS fullname: MORRIS, MARK A. organization: Human Resource Research J. C. Penney, Inc – sequence: 5 givenname: MORELA surname: HERNANDEZ fullname: HERNANDEZ, MORELA organization: Fuqua School of Business Duke University – sequence: 6 givenname: MICHELLE R. surname: HEBL fullname: HEBL, MICHELLE R. organization: Department of Psychology Rice University |
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| ContentType | Journal Article |
| Copyright | Copyright Blackwell Publishing Spring 2007 |
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| Notes | istex:F49344813DD2A58E6D354D9F23AA4B4AD80D65CC ark:/67375/WNG-CRS3D6JD-W ArticleID:PEPS064 A previous version of this article was presented at the 21st Annual Conference of the Society for Industrial‐Organizational Psychology, Dallas, Texas May 2006. |
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| SubjectTerms | Cultural Activities Employees Employment Ethnic Groups Ethnicity Females Gender differences Gender Discrimination Gender Issues Group Membership Hispanic Americans Hypotheses Individual Differences Influence Labor Turnover Males Minority & ethnic groups Multiculturalism & pluralism Perceptions Race relations Racial differences Racial discrimination Racial Identification Racial identity Racial Relations Resistance (Psychology) Retailing industry Retention Sex discrimination Social Status Stereotypes Studies White people Work environment Workplace diversity |
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| Title | RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? |
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