DIVERSITY AND EMPLOYEE TURNOVER IN THE DUTCH PUBLIC SECTOR

Created by : Mr. Untung , Yeni Nila f, and Mr. Oriletsa

Introduction
Diversity management As a CENTRAL CONCERN
Helpful : Recruitment, Selection, Retention
Differences in Turnover , Turnover intention by gender and ethnic

Problems
1
Which factors are associated with the actual turnover and turnover intention ?

Does diversity management affect the turnover intention ?

And the answers is .

Theoretical Consideration
THE ASA FRAMEWORK : 1. Selection 1. Attraction 2. Atrtition 2. Selection 3. Atrtition OTHER FACTOR : Person Environmet Fit 1. Employees opportunitiesin the external OTHER FACTOR : PersonEnvironment Fit labor market 1. Employees opportunities the external labor 2. Charasteristics linked of life market 2. Charasteristics linked of life

DATA
1. Data used from Survey- a Retrospektif sample of Dutch Public sector employees that has been carried out by the Dutch ministry.
34.962 working responden 10.613 who left their employer in 2007.

2. Data from Internet Survey Representatif sample of Dutch Public Sector Employees.
6.005 responden

EKSCLUSION INCLUSION
1.Healthy Provider 2.Employees that fell ill 3.Contract Expired
1.Government Employees 2.Education 3.Police 4.Defense

MEASUREMENT
1. Measurement of Turnover 51 % who left their organization in 2007 (public) 33% Accepted in private sector

Native Dutch
Men Women 1706 780 852 1632

Ethnic minority 29 45 74

Measurement
2. Measurement of Turnover Intention
Native Dutch Ethnic

men Women 34. 962

19.188 14.627 338.815

571 576 1147

Measured by singgle question in the quisionnaire :

1. Are you looking for another jobs at the moment ? (15 %) 7% PS, 8 % Non PS

Measurement of independent factor

1. The management of the organization 2. The content of the job 3. Career development oportunities 4. The leadership style of direct supervisor 5. The performance orientation of the organization 6. The amount of aotonomy and responsibility in ones job

MEN NATIVE DUCTH

WOMAN 1. The content of the job 2. The management of the organization

Result TURNOVER
1 The management of the organization 2. Career development opportunities

3. The Contetn of the Jobs

4. The performance orientation of the organization

3. The leadership style of my supervisior

4. Career development opportunities

5. Te management of the organization

ETHNIC MINORITY 1. Career development opportunities 2. The management of the organization 3. Te management of the organization

5. The amount of autonomy and responsibility in my job

1. The leadership style of my supervisior 2. The management of the organization 3. The Contetn of the Jobs

4. The Contetn of the Jobs

4. Career development opportunities

DETERMINANT FACTOR IN INTENTION TURNOVER

Ages Satisfaction - job content, management organization, leadership style, amount of autonomy, career development Presence of diversity policies Educational Level Children living at home requiring care Partner Tenure (with employer)

Result- TURNOVER INTENTION

All the Satisfaction items Significantly affect the turn over intention, indicating that PE-misfit is an important determinant of an intention to leave the PS The presence of diversity policies is negatively associated with turn over intention.

Diversity management and satisfaction variable have Significant corelation

Result
Diversity policies might negative affect the feeling of justice held by employes not belong to the target group in this policies

Diversity management jeopardizes the status and position employees who do not belong to the groups the polices is targeting

CONCLUSION

Women are more likely to change job intristic factor Men decide to quit Extrinsic motivation In Native Ducth men satisfaction with career development opportunities (MOST IMPORTANT) In Ethnic Minority men management of the organization and the leadership style (MOST IMPORTAN)

CONCLUTION
On the one hand :

Diversity police could be very helpful in reducing turnover among spesific categories of personel by increasing sensitivity to the different needs and value of different categories.

On the other hand :

Only a modest effect of diversity management on turnover intention.