Master of Science (MS)
Affective Commitment, Coworker Support, Diversity Climate Perceptions, Organizational Identification, Supervisor Support, Turnover
The purpose of the present study was to examine perceived supervisor support and perceived coworker support as moderators of the relationship between diversity climate perceptions and retention-related outcomes (affective commitment, organizational identification, and turnover intentions). Results from a self-report survey of 150 participants showed that neither perceived supervisor support nor perceived coworker support moderated the relationship between diversity climate perceptions and these outcomes. However, the results showed diversity climate perceptions were positively related to perceived supervisor support and perceived coworker support, and independently predicted these retention-related outcomes. Results also showed that perceived supervisor support was more strongly related to these retention-related outcomes than perceived coworker support. These results suggest that employees’ diversity climate perceptions, perceptions of their supervisors, and perceptions of their coworkers all contribute to an employee’s choice to remain with their organization. For organizations focused on retaining employees, it is valuable to facilitate a positive diversity climate as well as ensure employees perceive that their supervisors and coworkers are supportive.
Crouse, Sarah, "Supervisor and Coworker Support: Their Moderating Roles on the Relationship Between Diversity Climate Perceptions and Retention-Related Outcomes" (2020). Master's Theses. 5142.