Enhancing racial justice, equity, diversity, and inclusion are the core values of public administration and critical to the functions of public-sector strategic human resources management. However, very limited empirical research has delved into the interracial differences in public sector employees’ turnover intentions and its mitigating factors. Using the 2006–2017 Federal Employee Viewpoint Survey data, the present study aims to contribute toward filling this gap in the literature. The theoretical arguments and empirical findings of this study show that when compared with White employees, Federal Black, Indigenous, and Employees of Color (BIEOC) are significantly more likely to intend to leave their current organizations. However, the likelihood of turnover intentions of Federal employees, particularly, BIEOC can be reduced through institutional interventions anchored in pro-diversity management (e.g., commitment to fostering a racially representative workforce), distributive justice in employment outcomes (e.g., in pay and promotions) and procedural justice in organizational processes (e.g., anti-discrimination practices).

加强种族正义、公平、多样性和包容性是公共行政的核心价值观，对公共部门战略人力资源管理的职能至关重要。然而，非常有限的实证研究深入研究了公共部门雇员离职意愿的种族差异及其缓解因素。本研究使用 2006-2017 年联邦雇员观点调查数据，旨在填补文献中的这一空白。本研究的理论论据和实证结果表明，与白人雇员相比，联邦黑人、土著和有色人种雇员 (BIEOC) 更有可能打算离开目前的组织。然而，联邦雇员的离职意图的可能性，特别是，