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Diversity climate, trust, and turnover intentions: A multilevel dynamic system.
Anna-Katherine Ward1, Daniel J Beal1, Michael J Zyphur2
1Pamplin College of Business, Virginia Tech.
The Journal of Applied Psychology
|June 10, 2021
Summary
Employee trust and diversity climate have a reciprocal, long-lasting relationship, particularly in unsupportive environments. This dynamic influences faculty turnover intentions over time.
Area of Science:
- Organizational Psychology
- Sociology of Work
Background:
- Previous research on employee trust and diversity climate often uses cross-sectional designs.
- These studies frequently fail to distinguish between overall unit climate and individual perceptions.
- The current study addresses the complex, multilevel, and longitudinal nature of these relationships.
Purpose of the Study:
- To examine the reciprocal relationship between trust and diversity climate over time.
- To differentiate between within-department and between-department diversity climate perceptions.
- To investigate the influence of the trust and diversity climate feedback loop on turnover intentions.
Main Methods:
- A novel multilevel analysis of cross-lagged panel data with latent interactions was employed.
- Six years of data from 3,218 faculty members across 294 departments at a large U.S. university were analyzed.
- Within- and between-department diversity climate perceptions were separated to assess their unique effects.
Main Results:
- A reciprocal relationship was found between within-department diversity climate and trust, persisting over the 6-year study period.
- These relationships were more pronounced in departments with less supportive diversity climates.
- Both trust and diversity climate perceptions at the within- and between-department levels influenced future turnover intentions.
Conclusions:
- The findings highlight a durable, reciprocal link between trust and within-department diversity climate.
- This relationship is particularly salient in challenging diversity climates and impacts faculty turnover.
- Understanding these multilevel dynamics is crucial for organizational interventions aimed at reducing turnover.
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