Managing workplace diversity and employees' turnover intention: The mediating role of perceived organizational support

Abstract

The main purpose of the study was to examine the structural relationships among workplace diversity management, employees'turnover intention, and perceived organizational support in the Korean business context. The mediating effect of perceived organizational support on the relationship between workplace diversity management and turnover intention was also explored. The major findings are as follows: First, no direct relationship was found between workplace diversity management and employees'turnover intention. However, workplace diversity management positively impacted perceived organizational support. Third, perceived organizational support was found to be negatively related with employees'turnover intention. Finally, the results showed that perceived organizational support played a mediating role in the relationship between workplace diversity management and turnover intention.