The moderating effects of relative racio-ethnicity on the inclusion to health to turnover intentions relationship

Abstract

PurposeThis study extends work on the role of the organizational context in contributing to employee health by investigating whether an employee's status as a racio-ethnic minority in his or her work group will moderate the relationship between perceived work group inclusion and health, which in turn will predict turnover intentions.Design/methodology/approachData were collected from two samples of full-time employees across multiple organizations. Hypotheses were tested using Hayes's (2013) PROCESS macro in SPSS.FindingsSupport was found for moderation with regard to perceived inclusion predicting negative health but not positive health. Both negative health and positive health predicted turnover intentions.Research limitations/implicationsFindings support the importance of perceived inclusion for employee health, and the research extends prior studies that have been conducted in non-work settings.Practical implicationsProviding a work environment in which work group members perceive inclusion could be useful in terms of reducing health issues for employees, especially for those who are racio-ethnic minorities in their work group.Originality/valueThis study extends prior work by investigating relative minority status within the work group, and it highlights the potential impact of inclusion on employee health.