From inclusion to retention: neurodiversity management and employee turnover intentions

Purpose The scarcity of research in the nursing profession underscores the need for healthcare organizations to actively employ neurodivergent nurses. Based on signalling theory, this research investigates how the neurodiversity framework influences neurodiversity recognition and how this awareness fosters work collaboration, affective obligation and flourishing at work. Moreover, it explores the impact of flourishing at work on turnover intention. The mediating functions of neurodiversity awareness, work collaboration, affective obligation and thriving at work are also examined. Furthermore, the moderating role of responsible leadership in the correlation between neurodiversity awareness and work collaboration and affective commitment is assessed. Design/methodology/approach This quantitative research used structural equations modelling for analysis. 622 complete questionnaires were gathered in two-time lags from nurses exhibiting neurodivergent traits. SPSS 29 and Smart PLS 4.1.1.4 were used for preliminary and SEM analysis, respectively. Findings Results indicate that hypotheses regarding direct and mediating effects are confirmed. However, one hypothesis was not confirmed for the moderating effect. Results confirm the theoretical model of the research. Practical implications Outcomes describe a positive relationship between neurodiversity adjustments and policies with neurodiversity awareness. Similarly, results also find that neurodiversity awareness enhances work engagement and affective commitment. Hence, these results provide a possible remedy for the shortage of research about neurodiversity in the nursing sector. In the nursing sector, management struggles to recognize practical examples regarding diversity practices and policies (Dobbin and Kalev, 2016). Similarly, work engagement and affective commitment increase thriving at work. It provides evidence that the nursing sector has a better level of neurodiversity policies, adjustments and awareness, which ensure the positive connection between work engagement and affective commitment with thriving at work. Moreover, the current study also examined a similar kind of neurodiversity adjustment compared to neurodiversity policies with other variables. This means that for the development of a better level of work engagement, affective commitment and reducing turnover intention. Originality/value This study authenticates and expands the body of knowledge for signalling. The current study describes knowledge gaps regarding the concept of neurodiversity among nurses. The current research offers unprecedented facts in the nursing sector for the consequences of neurodiversity adjustments and policies. The results can help management control and manage neurodiversity effectively and explain its consequences via direct and indirect relationships.