Participative Decision-Making and Turnover Intentions of Women in Non-Supervisory Status in US Federal Agencies: The Mediating Effect of Affective Organizational Commitment

Abstract

This study examines how participative decision making (PDM) affects turnover intentions among women in non-supervisory positions within US federal agencies, with a focus on the mediating role of affective organizational commitment. Turnover intentions, defined as employees’ conscious and deliberate willingness to leave their organization, pose a persistent challenge for the federal workforce, particularly for women in non-supervisory roles who often lack upward mobility and voice in decision-making processes. Drawing on the Social Exchange Theory, this study posits that when these employees perceive greater opportunities for participation in decision-making, they develop stronger affective commitment, which in turn reduces their intention to leave. Affective commitment refers to employees’ emotional attachment to and identification with their organization and has been shown to play a critical role in shaping retention outcomes. Using data from the 2023 Federal Employee Viewpoint Survey (FEVS), the study employs structural equation modeling to test these relationships. Results reveal that PDM has a negative direct effect on turnover intentions and a positive effect on affective commitment, which partially mediates the relationship. These findings highlight the importance of fostering inclusive decision-making practices and enhancing affective commitment to reduce turnover among female employees occupying non-supervisory level positions in federal agencies.