Title

The diversity of retention

Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

With the changing demographics of race, gender and generational within corporate America, retention efforts are no longer one size fits all. We will explore the nature of these changes as they relate to retention in the workplace. Specifically, we will look at the work of Jehn, Northcraft and Neale (1999) that identified three primary aspects of diversity as they relate to workforce management systems including retention: informational, social category and value diversity. We will examine corporate programs and processes that address these different constructs of diversity in the workplace. We will consider a case study from the Tennessee Valley Authority related to employee engagement as a key driver to retention based on enterprise initiatives to capture trends and data.

Date

October 2018

Subject

Industrial and organizational psychology

Document Type

presentations

Language

English

Rights

Under copyright.

License

http://creativecommons.org/licenses/by-nc-nd/3.0/

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The diversity of retention

With the changing demographics of race, gender and generational within corporate America, retention efforts are no longer one size fits all. We will explore the nature of these changes as they relate to retention in the workplace. Specifically, we will look at the work of Jehn, Northcraft and Neale (1999) that identified three primary aspects of diversity as they relate to workforce management systems including retention: informational, social category and value diversity. We will examine corporate programs and processes that address these different constructs of diversity in the workplace. We will consider a case study from the Tennessee Valley Authority related to employee engagement as a key driver to retention based on enterprise initiatives to capture trends and data.