000			02025naa a2200181uu 4500
001			9092216082013
003			OSt
005			20190211165456.0
008			090922s2009 xx ||||gr |0|| 0 eng d
100	1		_aCHOI, Sungjoo _937731
245	1	0	_aDiversity in the US Federal Government : _bDiversity Management and Employee Turnover in Federal Agencies
260			_bOxford Journals, _cjuly 2009
520	3		_aDiversity scholars have argued that demographic heterogeneity in work groups is associated with decreased job satisfaction and organizational commitment of employees. As a result, employees in the diverse work groups tend to show higher probability of turnover. I examine how diversity affects job satisfaction and turnover intention of employees by analyzing the sample drawn from the Central Personnel Data File and the 2004 Federal Human Capital Survey. More specifically, the study focuses on the moderating and mediating effects of contextual factors on turnover intention of employees. To test models, I used the hierarchical regression analysis methods. The results show that job satisfaction partially mediates the moderating effects of diversity management and demographic context on turnover intention of employees. The findings of the moderating effects of contextual factors are somewhat mixed. Although effective management of diversity positively moderated job satisfaction in racially heterogeneous groups, it did not significantly affect turnover intention. In addition, ineffective management of diversity decreased turnover intention in racially diverse agencies, countering my expectation. The results suggest that more variables should be controlled to achieve an accurate pattern of the effects of diversity and contextual factors on turnover
773	0	8	_tJournal of Public Administration Research and Theory - JPART _g19, 3, p. 603-630 _dOxford Journals, july 2009 _xISSN 10531858 _w
942			_cS
998			_a20090922 _b1608^b _cmayze
998			_a20120517 _b1409^b _cGeisneer
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c30096 _d30096
041			_aeng