How Can the Attrition of Black Women in the Workplace Be Explained Through Perceptions of Unmet Psychological Needs?

Abstract

This article investigates the perception of unmet psychological needs on the focal phenomenon of Black women's voluntary turnover in US organizations. It does so through a multifaceted analysis of the needs of Black women in the workplace and proposes actionable ways for employers to reduce turnover amongst their Black female employees. Black women need work flexibility and work experiences that are free from bias, such as macro- and microaggressions. It is crucial that organizations work to address and correct the injustices Black women face and support them when they experience bias at work. This research bridges a gap between theory and practice by presenting underpinning management theories and concepts, including Maslow's hierarchy, job embeddedness theory, and intersectionality. It proposes incorporating a unique set of needs, based on the collective experience of Black women in the workplace that must be satisfied to reduce turnover among Black women. This article contributes to the theoretical framework by presenting a modified theorization specifically of Black women's needs, underpinned by existing foundational needs theories, which have not previously considered the unique needs of employees of different cultures, genders, or ethnicities. Additionally, this paper proposes how organizations can minimize the attrition of Black women by valuing Black women's culture, meeting the unique motivational needs of Black women, and being more flexible to nonconformance to White standards.