The Relationship between DEI Climate and Turnover Intention in Suicide Prevention Workers

Abstract

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The present study seeks to examine the relationship between DEI climate and its potential inverse relationship to employee turnover intention in suicide prevention line workers in the United States. We expected that person-organization fit would play a mediating role in this relationship while leader-member exchange moderated the strength of the relationship between DEI climate and turnover intention. Set within the greater embedded theory of social exchange, we expected to see data in line with the idea that relationships between employees and organizations being at least partially accounted for by quality of transaction between them, which is further reflected by the variable of leader-member conversational quality. The sampled population included 329 respondents from The Trevor Project and the 988 National Suicide Prevention Line above the age of 18 in the United States who have occupied a role in their organization for a minimum of three months. Respondents were reached via an online media survey medium Jotform with a convenience snowball sampling method. For data analysis, a mix of: descriptive statistics, confirmatory factor, Pearson-Correlation and hierarchical regression analyses was used with IBM SPSS 23 and the Hayes PROCESS macro patch to uncover relationships between variables and test hypotheses. Results demonstrated statistical significance between all four variables, with all hypotheses being subsequently supported. This may guide additional practical implications and potentially serve as the basis for more nuanced research, along with the recommendations to improve the overall quality of the study should it be replicated.