Exploring Effective Ways to Reduce Turnover Intention Among Female Employees: The Case of U.S. Federal Employees


  • Yongbeom Hur Appalachian State University




Turnover Intention, Female Employees, Workplace Contextual Factors


This study explores what aspects of workplace characteristics have more effects on turnover intention among female employees. Unlike extant turnover studies that focused on the effects of a few selected contextual factors, this study takes a comprehensive review of workplace contextual factors and analyzes the effect of each contextual factor on female employees’ turnover intention. According to the findings, female employees’ turnover intention was differently affected by most workplace contextual factors, compared to male employees’ turnover intention. OLS regression analyses showed that female employees’ turnover intention was most affected by the ‘opportunities for growth and development’ factor and least affected by the ‘feeling valued and trusted’ factor and the ‘coworker support and the spirit of camaraderie’ factor. The results can help to develop proper human resource management policies and practices for female employees and avoid unwanted voluntary turnover.

Author Biography

Yongbeom Hur, Appalachian State University

Yongbeom Hur is an associate professor in the Department of Government and Justice Studies of Appalachian State University in Boone, North Carolina. His research interests include human resource management and organizational behavior in the public sector.






Research Articles