Examining the Impact of Organizational Culture Parameters of Recognition, Belonging, and Employee Voice on Mid-Level Female Leaders: A Phenomenological Study

Abstract

Mid-level female leaders continue to leave positions, disrupt organizations' stability, and weaken progress toward gender equity. The problem addressed through this study is the propensity for mid-level female leaders to leave their leadership positions. The purpose of this qualitative descriptive phenomenological study was to explore the impact organizational culture parameters of recognition, belonging, and employee voice have on mid-level female leaders' decision to leave their leadership positions. The framework described the impact of organizational culture parameters of recognition, belonging, values, employee voice, and leadership. Directed by the research question, how organizational culture parameters of recognition, belonging, and employee voice impact mid-level female leaders' decision to leave their leadership positions, in-depth interviews were conducted with 14 mid-level female leaders. Data analysis revealed that recognizing employees through both formal and informal acknowledgments instills a sense of validation and significantly impacts mid-level female leaders' decision to remain in their leadership positions. The analysis also revealed that belonging and employee voice are crucial to mid-level female leaders. Employees who feel supported and included experience higher levels of involvement and employee satisfaction. Analysis revealed that mid-level female leaders who feel heard and are free to provide input exhibit increased job satisfaction. While strong support encouraged commitment, organizations where there was neglect of recognition, exclusive environments, and lack of employee voice increased participants' intentions to leave. The study revealed a synergy between recognition, belonging, and employee voice. Each parameter cannot account for the lack of another on an ongoing basis. Recommendations should be implemented or enhanced to improve recognition, belonging, and employee voice to positively impact midlevel female leaders' commitment, work satisfaction, and intentions to leave.