Online from: 1988
|Title:||Understanding the impact of personality traits on individuals' turnover decisions: a meta-analytic path model|
|Author(s):||Zimmerman R D|
|Journal:||Personnel Psychology, Summer 2008, Volume: 61 Issue: 2 pp.309-348 (40 pages)|
|Keywords:||Affective Psychology, Employee Attitudes, Employees Behaviour, Employees Turnover, Personality, Resignation|
|Article type:||Research paper|
|Reference:||37AT196 (Permanent URL)|
Design/methodology/approach - Bases research on existing meta-analyses, conducting new meta-analyses where none already existed, employing a total of 86 empirical studies, and using formulas from Hunter and Schmidt (2004) to conduct the meta-analyses.
Findings - States that personality is related to turnover intentions and behaviours, that differentiating between five-factor model (FFM) traits and trait affect had a moderating effect on the personality-intent to quit relationship, and that the effect size between job complexity and job satisfaction is much lower than indicated by previous research.
Research limitations/implications - Notes that future research could, inter alia, investigate employees low on emotional stability with intentions to quit but whose personal insecurities and fears hold them back, and look into other dispositional traits that may influence turnover decisions.
Practical implications - Suggests that organizations could use personality tests to identify candidates' likelihood to resign, that they should not underestimate the importance that dispositional traits have on employee satisfaction and performance compared to the complexity of a job, and that they may be able to do little to affect spontaneous turnover decisions.
Originality/value - Provides an insight into how attributes of an individual and a job affect job attitudes, job performance and withdrawal behaviours.