Comparative Effects of Race/Ethnicity and Employee Engagement on Withdrawal Behavior

摘要

The beneficial effect of strong attachment by employees to their organizations, as manifested by decreased withdrawal behavior (i.e., absenteeism and turnover) and increased loyalty and commitment, has been aptly chronicled in the management literature. Less well investigated and documented is what impact, if any, the dynamic demographic changes in the U.S. workforce have had on that relationship. We used simple logit regression analysis, ordinary least squares regression analysis, and ordered logit regression analysis to analyze data from 1,252 respondents to a nationwide survey to examine the comparative effect of race/ethnicity and attachment (as measured by employee engagement) on a precursor of withdrawal behavior (perceived discrimination), actual with-drawal behavior (days missed), and a withdrawal predictor (intent to remain). Among the significant results, Black and Latino respondents reported significantly higher levels of perceived discrimination than did White respondents, while the level of perceived discrimination reported by Asian respondents did not differ significantly from that of White respondents. Employee engagement was negatively correlated with perceived discrimination and absenteeism, and positively correlated with intent to remain. Employee engagement did not significantly differ by race/ethnicity status. We discuss implications of our findings for organizational research and practice.