Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers
研究组织性别多样性对男女员工自愿离职的不同影响，发现集体激励可减弱男性离职倾向，育儿福利可增强女性留任意愿，基于韩国数据。
Organizational gender diversity may not be as well received among male employees as among female employees, particularly in countries characterized by gender inequality. Through the lens of intergroup threat theory (intergroup threat is experienced when members of one group perceive that another group is in a position to cause them actual or symbolic harm), we conceptualize organizational gender diversity as a threat to male employees, which evokes male employees’ voluntary turnover, but as a support (threat mitigation) to female employees, which reduces female employees’ voluntary turnover. We also investigate whether certain types of human resource (HR) practices can moderate the gendered implication of organizational gender diversity for voluntary turnover. By analyzing data from South Korea, we found that while collective incentives negatively moderated the positive relationship between organizational gender diversity and male employees’ voluntary turnover, childcare benefits strengthened the negative relationship between organizational gender diversity and female employees’ voluntary turnover.