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

Abstract

Purpose

This 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/approach

Data were collected from two samples of full-time employees across multiple organizations. Hypotheses were tested using Hayes's (2013) PROCESS macro in SPSS.

Findings

Support 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/implications

Findings support the importance of perceived inclusion for employee health, and the research extends prior studies that have been conducted in non-work settings.

Practical implications

Providing 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/value

This study extends prior work by investigating relative minority status within the work group, and it highlights the potential impact of inclusion on employee health.

Citation

Ehrhart, K.H. and Chung, B.G. (2024), "The moderating effects of relative racio-ethnicity on the inclusion to health to turnover intentions relationship", Personnel Review, Vol. 53 No. 5, pp. 1289-1310. https://doi.org/10.1108/PR-12-2022-0883