The Impact of Diversity Climate for Women on Female Employees’ Intentions to Stay: A Cross-Cultural Study on South Korea and Norway

Abstract

The purpose of this research was to examine what factors influence female workers' intentions to stay with their employer. The effect of diversity climate for women on female employees' intentions to stay was investigated. Also, based on compensation theory, this study hypothesized the moderation effect of a societal culture, especially Hofstede's masculinity-femininity dimension, on the association between diversity climate for women and female employees' intentions to stay. An experiment was conducted to test the hypotheses of this research using South Korea and Norway as study venues. The results revealed that there was a positive association between diversity climate for women and female employees' intentions to stay. Moreover, in the investigation of societal masculinity's moderating role, it was shown that diversity climate for women was highly influential in strengthening the intent to stay for female employees from a masculine society. On the other hand, for those from a feminine society, the impact of diversity climate for women was not as strong as for those from a masculine society. By clarifying the role that a societal culture played in female workers' intentions to stay with their employing organization, the results of this study emphasized the importance of supportive contexts not only at work, but also within a society.

Diversity climate and workplace belongingness as organizational facilitators of tacit knowledge sharing

“…There are several reasons that can be adduced to expect that diversity climate will influence employee tacit knowledge sharing. Part of the rationale behind this proposition is that employees who feel appreciated and included in their organization regardless of their group memberships feel more satisfied with their job (Madera et al, 2016) and have more intention to stay with the organization (Jolly and Self, 2020;Kim, 2017). As such, it stands to reason that such feeling of satisfaction with the job and intention to stay are likely to be accompanied by greater willingness to share their tacit knowledge.…”

“…There is seldom any of them that focused specifically on diversity climatetacit knowledge sharing relation. Studies that, however, focused on diversity climate were interested in other outcomes, such as learning behavior, teams' effectiveness, intentions to stay, job satisfaction and knowledge sharing, but not tacit knowledge sharing (Guchait et al, 2016;Hajro et al, 2017;Hofhuis et al, 2016;Kim, 2017;Madera et al, 2016). There is, therefore, a need to examine the link between a domain-specific construct, such as diversity climate and a chosen outcome like tacit knowledge sharing, which is of interest in the current study.…”