Racial differences in employee retention: Are diversity climate perceptions the key?
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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McKay et al. (2007), using a large sample of managers in a national retail organization, linked more favorable diversity-climate perceptions with lower turnover intentions, with particularly strong relationships for Black managers in their sample.
“McKay et al. (2007), using a large sample of managers in a national retail organization, linked more favorable diversity-climate perceptions with lower turnover intentions, with particularly strong relationships for Black managers in their sample.”
From Inclusive Workplaces and Performance: An Integrative Review of Diversity and Employee Outcomes (2026) · cites this paper as McKay et al. (2007)
McKay et al. (2007) showed that diversity-climate perceptions were related to turnover intentions and organizational commitment.
“McKay et al. (2007) showed that diversity-climate perceptions were related to turnover intentions and organizational commitment.”
From Inclusive Workplaces and Performance: An Integrative Review of Diversity and Employee Outcomes (2026) · cites this paper as McKay et al. (2007)
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Is Disability Disabling in All Workplaces? Workplace Disparities and Corporate Culture
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Stereotype threat in organizations: implications for equity and performance
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Inclusive Workplaces and Performance: An Integrative Review of Diversity and Employee Outcomes
Abudawood, B. B. (2026) · Journal of Business and Management Studies · doi:10.32996/jbms.2026.8.10.3
- Authors
- McKAY, P. F., AVERY, D. R., TONIDANDEL, S., MORRIS, M. A., HERNANDEZ, M., & HEBL, M. R.
- Affiliations
- University of Wisconsin–Milwaukee (US)
- Rutgers, The State University of New Jersey (US)
- Davidson College (US)
- JCPenney (United States) (US)
- Duke University (US)
- Rice University (US)
- Corresponding author
- McKAY, PATRICK F.
- Venue
- Personnel Psychology
- Publisher
- Wiley
- Published
- 2007-02-22
- Volume
- 60
- Issue
- 1
- Pages
- 35-62
- ISSN
- 0031-5826 (ISSN-L)
- 1744-6570
- OpenAlex
- W2126891718
- Cited by
- 561
- References
- 12
- Citations by year
- 2026: 30 · 2025: 35 · 2024: 37 · 2023: 30 · 2022: 29 · 2021: 36 · 2020: 32 · 2019: 44 · 2018: 20 · 2017: 28 · 2016: 32 · 2015: 36 · 2014: 25 · 2013: 36 · 2012: 28
- FWCI
- 35.53
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Personnel Psychology (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Gender Studies › Gender Diversity and Inequality
- Social Sciences › Safety Research › Career Development and Diversity
- Keywords
- racial differences, employee retention, turnover intention, organizational commitment, managers, retail companies, Black workers, Hispanic employees, voluntary turnover
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