Sabat, I.E., Goldberg, C., King, E.B. et al. (2 more authors) (2021) Pygmalion in the pipeline: How managers' perceptions influence racial differences in turnover. Human Resource Management, 60 (4). pp. 603-616. ISSN 0090-4848
Abstract
High rates of turnover among racial minority employees have largely been explained by the adage that dissimilarity breeds discontent. An unexplored, but potentially powerful driver of turnover, may emerge as a result of supervisors' and employees' own beliefs about minority employees' abilities. We rely on predictions from research on Pygmalion effects to examine how external, leader biases can elicit subsequent differences in employees' internal cognitions, which then impact turnover decisions. Utilizing a survey study of 228 employers and employees across four time points, we found support for the notion that leaders view racial minority new hires as having less efficacy than their White counterparts, and that these biases, when combined with less satisfactory supervision, lead minorities to have decreased self-efficacy, subsequently causing them to perceive a less viable future in that company and voluntarily turn over.
Metadata
Item Type: | Article |
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Authors/Creators: |
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Copyright, Publisher and Additional Information: | © 2020 Wiley Periodicals LLC. This is an author-produced version of a paper subsequently published in Human Resource Management. Uploaded in accordance with the publisher's self-archiving policy. |
Keywords: | Pygmalion; racial minorities; self-efficacy; stereotypes; turnover |
Dates: |
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Institution: | The University of Sheffield |
Academic Units: | The University of Sheffield > Faculty of Medicine, Dentistry and Health (Sheffield) > School of Health and Related Research (Sheffield) > ScHARR - Sheffield Centre for Health and Related Research The University of Sheffield > Faculty of Social Sciences (Sheffield) > Management School (Sheffield) |
Depositing User: | Symplectic Sheffield |
Date Deposited: | 21 May 2021 15:24 |
Last Modified: | 27 Oct 2022 00:13 |
Status: | Published |
Publisher: | Wiley |
Refereed: | Yes |
Identification Number: | 10.1002/hrm.22044 |
Related URLs: | |
Open Archives Initiative ID (OAI ID): | oai:eprints.whiterose.ac.uk:174439 |