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Retaining a diverse workforce: the impact of gender‐focused human resource management
Author(s) -
Ali Muhammad,
Metz Isabel,
Kulik Carol T.
Publication year - 2015
Publication title -
human resource management journal
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.44
H-Index - 77
eISSN - 1748-8583
pISSN - 0954-5395
DOI - 10.1111/1748-8583.12079
Subject(s) - workforce , gender diversity , diversity (politics) , human resource management , workforce diversity , turnover , human resources , decision maker , gender inequality , business , turnover intention , survey data collection , demographic economics , psychology , inequality , political science , social psychology , economics , management , economic growth , management science , job satisfaction , mathematical analysis , corporate governance , statistics , mathematics , finance , law
Demography theory suggests that high gender diversity leads to high turnover. As turnover is costly, we tested the following: a main effect prediction derived from demography theory, and a moderating effect prediction derived from the relational framework. Data on 198 publicly listed organisations were collected through a human resources decision‐maker survey and archival databases. The results indicate that higher gender diversity leads to lower turnover in organisations with many gender‐focused policies and practices. Findings suggest that organisations can lower their turnover rates by increasing their gender diversity and by implementing gender‐focused policies and practices.