Associations between Invisible Labor, Organizational Climate, and Turnover Intention: A Mediation Analysis

Background and purpose: Domestic violence (DV) advocates play a critical role in advancing survivor safety and stability. They provide culturally and linguistically responsive and LGBTQ+ affirming services that can strengthen trust and engagement with survivors and ultimately improve access to care. However, when these communication skills are seen as naturalized instead of specialized, the work may become invisible within organizations, which in turn increases workloads that are often economically devalued. This may lead to turnover and staffing shortages that can disrupt service continuity, quality, and access. While the factors contributing to organizational turnover are multifaceted, not much is known about the association between identity, invisible labor, and turnover intention among DV advocates. The purpose of this study is to understand how identity is associated with invisible labor, whether invisible labor is associated with turnover intention, and if organizational climate mediates this relationship.

Methods: A national online survey was administered in 2024 using a convenience sampling approach to recruit advocates working in DV-focused organizations (n = 493). Bivariate associations between sociodemographic characteristics and invisible labor were examined using chi-square and regression analyses. Linear regression analyses was then used to examine the association between invisible labor and turnover intention, as well as to test whether this relationship was mediated by organizational climate.

Results: Approximately one-third (35.99%) of the sample felt that they took on additional responsibilities at their workplace as a result of their identity (i.e., invisible labor); another 7.98% were unsure. Bivariate testing showed that language skills (i.e., bi- or multilingual), race/ethnicity (Hispanic, bi- or multiracial, or another race/ethnicity compared white or Black/African American), gender identity (genderqueer), and birthplace (i.e., being born outside of the United States) were statistically significantly associated with invisible labor. There was a significant direct effect between invisible labor and turnover intention (B = 0.27, p = 0.012). When the mediating effect of organizational climate was included, the relationship between invisible labor and turnover intention was no longer significant (p = 0.512), suggesting that organizational climate completely mediated the relationship between invisible labor and turnover intention. A one unit increase in organizational climate was associated with a 0.59 decrease in turnover intention (p = 0.000).

Conclusions and implications: Study findings highlight that advocates with some identities – particularly gender-queer; Hispanic, bi- or multiracial, or another race/ethnicity (i.e., not Black or African American or white); bi- or multilingual; and born outside of the United States - more frequently report that they take on additional responsibilities within the workplace as a a result of their identity. Despite this, overall organizational climate buffered the relationship between invisible labor and turnover intention. While it is important to compensate advocates for the work they take on beyond their traditional work responsibilities, fostering a workplace in which individuals feel respected and valued is also critical for employee retention.