Diversity and turnover in public organizations: moderating role of the cost of voice

This study identifies the effects of gender diversity on turnover rate and the ‘easing off’ effects of diversity management. We choose the voice, which is the level of institutionalized empowerment, as diversity management... [ view full abstract ]

This study identifies the effects of gender diversity on turnover rate and the ‘easing off’ effects of diversity management. We choose the voice, which is the level of institutionalized empowerment, as diversity management following the idea of previous research. The analysis shows that voice can ease off the relationship between gender diversity and turnover rate. This results especially are statistically significant not in private, but in public organizations. We interpret the phenomenon with the arguments of Rusbult et al. (1988) that job satisfaction, job investment, and job alternatives affect the choice of employees’ voice. This study, therefore, suggests that deciding of diversity management should be considered with organizational context and voice can be an appropriate management strategy in public organizations.