High rates of turnover among racial minority employees have largely been explained by the adage that dissimilarity breeds discontent. An unexplored, but potentially powerful driver of turnover, may emerge as a result of supervisors' and employees' own beliefs about minority employees' abilities. We rely on predictions from research on Pygmalion effects to examine how external, leader biases can elicit subsequent differences in employees' internal cognitions, which then impact turnover decisions. Utilizing a survey study of 228 employers and employees across four time points, we found support for the notion that leaders view racial minority new hires as having less efficacy than their White counterparts, and that these biases, when combined with less satisfactory supervision, lead minorities to have decreased self-efficacy, subsequently causing them to perceive a less viable future in that company and voluntarily turn over.

中文翻译：

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筹备中的皮格马利翁：管理者的看法如何影响离职率的种族差异

少数族裔员工的高离职率在很大程度上是因为差异会滋生不满这句格言。由于主管和员工自己对少数族裔员工能力的看法，可能会出现一个未经探索但潜在强大的离职驱动因素。我们依靠皮格马利翁效应研究的预测来检验外部领导偏见如何引起员工内部认知的后续差异，进而影响离职决策。通过对四个时间点的 228 名雇主和雇员进行的一项调查研究，我们发现支持以下观点：领导者认为少数族裔新员工的效率低于白人同行，并且这些偏见与不太令人满意的监督相结合，导致少数族裔自我效能感下降，