Department of Management, Mays Business School, Texas A&M University.
Division of Management and International Business, Price College of Business, University of Oklahoma.
J Appl Psychol. 2023 Jul;108(7):1262-1276. doi: 10.1037/apl0001071. Epub 2022 Dec 1.
An extensive body of research has shed light on the structural challenges and stereotypic barriers that lead female leaders to exit their organizations. However, we know little about the factors that mitigate these exits. In this study, we advance the literature by examining how the chief executive officers (CEO's) diversity-valuing behavior relates to female executives' likelihood of turnover. We integrate insights from the literature on gender inclusive leadership, turnover, and psychological safety to propose psychological safety as a key underlying mechanism for this outcome. We test and find support for our theory and hypotheses using a unique data set that combines primary survey data and archival data on turnover for a sample of 365 male and female executives from large U.S. public firms. Our findings show that CEO diversity-valuing behavior is associated with psychological safety for female executives and that psychological safety, in turn, mediates the effect on female executive turnover. We do not find these effects in men. Our study contributes to the literature on gender diversity and female leadership by shifting the conversation from discussing barriers constraining women's longevity to how CEOs enable female executives' retention through diversity-valuing behaviors. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
大量研究揭示了导致女性领导者离开组织的结构性挑战和刻板障碍。然而，我们对减轻这些离职的因素知之甚少。在这项研究中，我们通过考察首席执行官（CEO）的多元化价值观行为如何与女性高管离职的可能性相关，来推进这一领域的文献。我们整合了关于包容性领导、离职和心理安全的文献见解，提出心理安全是这一结果的关键潜在机制。我们使用一个独特的数据集来测试和验证我们的理论和假设，该数据集结合了对来自美国大型上市公司的 365 名男性和女性高管的主要调查数据和离职档案数据。我们的研究结果表明，CEO 的多元化价值观行为与女性高管的心理安全相关，而心理安全反过来又影响了女性高管的离职。我们在男性中没有发现这些影响。我们的研究通过将讨论从限制女性长期任职的障碍转移到 CEO 通过多元化价值观行为来促进女性高管留任，为性别多样性和女性领导力的文献做出了贡献。
