One size does not fit all: management strategies to reduce turnover intention among public sector employees

Public sector organizations face persistent challenges in retaining a diverse workforce, as systemic barriers continue to shape the experiences of female and minority employees. This study examines how workplace practices – specifically, organizational justice, management support, and leadership representation – are associated with turnover intention in public sector agencies. Using survey data from 1,572 procurement professionals in the United States, we assess both overall effects and subgroup differences. Results show that management support is associated with turnover intention across all groups, and organizational justice is associated with lower turnover intention among female and minority employees. In contrast, diversity and representation alone do not reduce turnover intention and, in some cases, are associated with higher turnover intention among minority employees. These findings suggest that representation without fair and supportive organizational systems is insufficient for retention. The study offers practical recommendations for public managers and contributes to ongoing theoretical discourse in public administration and human resource management.