Organizational Diversity Climate as a Predictor of Employee Turnover Intention

Abstract

In Nigeria, where organizational structures and cultural contexts may differ significantly from those in Western countries where much of the existing research has been conducted, the relationship between dimensions of organizational diversity climate and employee turnover intention in Nigerian organizations must be better defined. This study examined the role of dimensions of organizational diversity climate as a predictor of employee turnover intention. The study participants comprised four hundred and thirty-one (N = 431) employees, with a mean age of 35.8 years (SD = 9), comprising 234 males and 197 females. The Workplace Diversity Inventory (WDI) and the Turnover Intention Scale (TIS-6) were used to measure organizational diversity climate and employee turnover intention. Results of Multiple Linear Regression revealed that diversity climate was not a significant predictor of employee turnover intention (β = .017, t = .320, p > .05); organisational justice was a significant negative predictor of employee turnover intention (β = -.117, t = -2.208, p < .05); identity was not a significant predictor of employee turnover intention (β = -.057, t = 1.065, p > .05); values was a significant positive predictor of employee turnover intention (β = .185, t = 3.495, p < .05); schemas was not a significant predictor of employee turnover intention (β = .032, t = .658, p > .05); and communication was not a significant predictor of employee turnover intention (β = -.057, t = -1.150, p > .05). The study concludes that organisational justice and values were significant predictors of employee turnover intention. The study recommended promoting fair practices, consistent policy implementation, effective grievance handling, and regular surveys to reduce organizational turnover intention.

Keywords: Organisational diversity Climate, Organisational justice, Identity, Values, Schemas, Communication, Employee turnover intention.