Occupational segregation, microaggression, social exclusion, and turnover intentions: mediating and moderating impact of social invisibility and felt obligation

Purpose This study investigates occupational segregation, microaggression, and social exclusion as antecedents of social invisibility to predict employee intentions to leave. Furthermore, the authors question whether felt obligation moderates the relationship between social invisibility and intentions to leave. Finally, researchers explore various forms of occupational segregation, miscoaggression, and social exclusion from employee's perspective. Design/methodology/approach Two studies are conducted. Study 1 is quantitative where the data were collected from 273 nurses employed in various hospitals in Pakistan. Study 2 is qualitative where twelve confirmatory interviews were conducted to enrich our contextual understanding of the proposed relationships. The quantitative data are analyzed using partial least square methods via SmartPLS. The qualitative data analysis is based on a content analysis of interviews. Findings Surprisingly, occupational segregation does not predict social invisibility. Moreover, the relationship between occupational segregation and intentions to leave is not mediated via social invisibility. The issues such as social hierarchy and high power distance are reflected via the findings of the qualitative study. Practical implications The results provide insightful strategies to counter feelings of social invisibility among individuals performing those jobs which are considered stigmatized occupations. Originality/value This study uniquely presents three antecedents of social invisibility, its mediating role, and the moderation of felt obligation between social invisibility and intentions to leave.