인종다양성과 조직이탈 = 다수,소수 인종집단 간 상이한 반응에 대한 연구

다국어 초록 (Multilingual Abstract)

This study attempts to clarify how racial diversity influences organizational turnover rates. By investigating the possibility of asymmetric responses of whites (majority) versus racial minorities, the authors suggest that status differentials between majority and minority groups may lead each group to pursue different identity-enhancing strategies, which in turn can result in different responses toward racial diversity in an organization. Moreover, this study examines non-linear effects of racial diversity especially on minority members considering their power characteristics within an organization. Two hypotheses were suggested: while the relationship between racial diversity and minority groups` turnover rate takes an inverted U-shaped form (Hypothesis 1), the association between racial diversity and majority turnover rate will be positive linear (Hypothesis 2). To test the hypotheses, a large archival data set, the Integrated Post-secondary Education Data System (IPEDS), which is collected and managed by the U.S. National Center for Educational Statistics (NCES), was utilized. The authors used and analyzed 8-year longitudinal data (2001-2004, 2007-2010) from 430 U.S. universities offering full-time undergraduate degrees (4-year basis). An independent variable (a cohort`s racial diversity) was measured during 2001-2004 and dependent measures (majority and minority groups` voluntary turnover rates) were collected during 2007-2010 with 6-year time lags. Several important controls that can influence students` turnover rates (e.g., SAT score, tuition, community characteristics) were also considered and included in the models. To analyze the data set, a panel data analysis (random effects model) was adopted. Empirical findings supported the predictions. As diversity increases, turnover rates of minority students also increase; however, as expected, after a certain level of diversity in cohorts (Blau`s index of .43 from the analysis) the pattern becomes negative (an inverted U-shaped form; support for Hypothesis 1). On the contrary, a majority`s turnover continues to increase as racial diversity increases (support for Hypothesis 2). Theoretical and empirical implications of these findings were discussed. Practical implications for Korean organizations as well as limitations of the study were also provided and discussed.

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