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Understanding Turnover in Employees ...

Semel, Rebecca .

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Understanding Turnover in Employees of Color in STEM Fields: The Role of Identity, Fit, Microaggressions, and Racial Climate.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Understanding Turnover in Employees of Color in STEM Fields: The Role of Identity, Fit, Microaggressions, and Racial Climate./
Author:	Semel, Rebecca .
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	157 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-06, Section: B.
Contained By:	Dissertations Abstracts International81-06B.
Subject:	Counseling psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27544871
ISBN:	9781392717370

Understanding Turnover in Employees of Color in STEM Fields: The Role of Identity, Fit, Microaggressions, and Racial Climate.
Semel, Rebecca .

Understanding Turnover in Employees of Color in STEM Fields: The Role of Identity, Fit, Microaggressions, and Racial Climate. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 157 p.

Source: Dissertations Abstracts International, Volume: 81-06, Section: B.

Thesis (Ph.D.)--Columbia University, 2020.

This item must not be sold to any third party vendors.

The purpose of this study was to expand on previous literature by examining the role of racial identity attitudes in the workplace, which have been infrequently studied. The current study tested the relationships between workplace variables and racial identity attitude statuses, specifically in STEM fields. This study, using a national sample of 485 STEM employees, examined associations using bivariate correlations between two predictor variables (racial climate and racial/ethnic microaggressions) on three outcome variables (job satisfaction, turnover intentions, and person-organization fit). Moderation relationships of four variables (racial identity attitude statuses: Conformity, Dissonance, Immersion, Internalization) on the paths between the predictor and outcome variables were also examined using structural equation modeling. Results provide mixed support for hypothesized associations. Racial climate and microaggressions attitudes yielded significant direct associations with the workplace outcome variables and Dissonance and Immersion attitudes yielded moderation effects on the paths between predictor and outcome variables. Implications of these findings are discussed, as well as implications for future research, clinical interventions, and workplace recommendations.

ISBN: 9781392717370Subjects--Topical Terms:

924824
Counseling psychology.
Subjects--Index Terms:

STEM

Understanding Turnover in Employees of Color in STEM Fields: The Role of Identity, Fit, Microaggressions, and Racial Climate.
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500 $a Source: Dissertations Abstracts International, Volume: 81-06, Section: B.
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520 $a The purpose of this study was to expand on previous literature by examining the role of racial identity attitudes in the workplace, which have been infrequently studied. The current study tested the relationships between workplace variables and racial identity attitude statuses, specifically in STEM fields. This study, using a national sample of 485 STEM employees, examined associations using bivariate correlations between two predictor variables (racial climate and racial/ethnic microaggressions) on three outcome variables (job satisfaction, turnover intentions, and person-organization fit). Moderation relationships of four variables (racial identity attitude statuses: Conformity, Dissonance, Immersion, Internalization) on the paths between the predictor and outcome variables were also examined using structural equation modeling. Results provide mixed support for hypothesized associations. Racial climate and microaggressions attitudes yielded significant direct associations with the workplace outcome variables and Dissonance and Immersion attitudes yielded moderation effects on the paths between predictor and outcome variables. Implications of these findings are discussed, as well as implications for future research, clinical interventions, and workplace recommendations.
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