Files
Abstract
In light of the continued discrepancies in unemployment rates and employee turnover among racial groups (Bureau of Labor Statistics, 2017, 2019), the current study examines the workplace experiences of some of the most vulnerable and marginalized workers: employees of color. Using relational demography theory and others to draw conclusions about the effects of demographic similarity, the findings of the study suggest that depending on the context, worker-group and worker-supervisor similarity can either be a benefit or challenge for both the employee of color and the organization. Specifically, diversity climate perceptions (DCPs) served as a boundary condition for the extent of influence similarity had on perceived organizational investment (POI) and employee retention, an outcome many organizations value above others. Frameworks such as relational demography theory, social-identity theory, and otherness were used to test the effects of racial, status, and gender similarity, and interesting findings were discovered. The results will likely steer relational demography research in a direction needing further exploration.
Survey data was collected from over 2,500 full-time employees of a large healthcare organization. Only data from those who self-identified as Black or Hispanic was used to analyze the study’s hypotheses, resulting in a sample of 532 individuals. Of that sample, 177 employees had resigned since taking the survey. The results from hypothesis testing revealed that demographic similarity to one’s work group members and supervisor was not directly related to employee retention, however, further analyses found conditional direct effects and conditional mediated effects on retention through POI. DCPs were a critical component in all significant findings in the study, suggesting a need to consider one’s contextual environment when examining determinants of retention.
Exploratory analyses were also conducted to answer a research question that was posed to understand the unique experiences of women of color. A consideration of the codependency of race and gender this way exposed some gaps in the current literature on women of color. Results revealed that women of color, in particular Hispanic women, may respond to demographic similarity differently than the other women examined. Implications for research and practice, limitations, and future research opportunities are discussed as well. Overall, scholars and practitioners should determine the ideal diversity climate for members of their workforce, while considering idiosyncrasies within defined groups. Doing so may promote and maintain positive experiences for their workers of color, thus encouraging retention.
Survey data was collected from over 2,500 full-time employees of a large healthcare organization. Only data from those who self-identified as Black or Hispanic was used to analyze the study’s hypotheses, resulting in a sample of 532 individuals. Of that sample, 177 employees had resigned since taking the survey. The results from hypothesis testing revealed that demographic similarity to one’s work group members and supervisor was not directly related to employee retention, however, further analyses found conditional direct effects and conditional mediated effects on retention through POI. DCPs were a critical component in all significant findings in the study, suggesting a need to consider one’s contextual environment when examining determinants of retention.
Exploratory analyses were also conducted to answer a research question that was posed to understand the unique experiences of women of color. A consideration of the codependency of race and gender this way exposed some gaps in the current literature on women of color. Results revealed that women of color, in particular Hispanic women, may respond to demographic similarity differently than the other women examined. Implications for research and practice, limitations, and future research opportunities are discussed as well. Overall, scholars and practitioners should determine the ideal diversity climate for members of their workforce, while considering idiosyncrasies within defined groups. Doing so may promote and maintain positive experiences for their workers of color, thus encouraging retention.