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Personality and Cognitive Ability as Predictors of Job Search and Separation Among Employed Managers
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TLDR
In this paper, the authors extended traditional turnover models by incorporating personality and cognitive ability into the search and separation process, and found that cognitive ability as well as the personality dimensions of agreeableness, neuroticism and openness to experience related positively to job search.Abstract:
Traditional models and research on employee job search and separation focus on situationally-specific variables, those that change with time or between particular employment situations. More enduring individual characteristics, such as personality and cognitive ability, may create predispositions that affect search and separation in consistent ways across different situations. The research reported here extends traditional turnover models by incorporating two enduring individual characteristics – personality and cognitive ability – into the search and separation process. This extended model is then tested on a sample of executives. Cognitive ability as well as the personality dimensions of agreeableness, neuroticism and openness to experience related positively to job search. The effects of cognitive ability and the personality dimensions of agreeableness and openness to experience on job search were partially mediated by the array of situational factors, while the effect of neuroticism on job search was fully mediated. The relationship between extraversion and job search became significant in the presence of situational factors, suggesting a suppressor effect. With regard to separation, a similar suppressor effect was found for extraversion. Implications for future research and practice are discussed.read more
Citations
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Understanding the impact of personality traits on individuals' turnover decisions: a meta-analytic path model
TL;DR: The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors as discussed by the authors, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions.
CEO equity risk bearing and strategic risk taking : The moderating effect of CEO personality
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Organizational commitment: an empirical analysis of personality traits
TL;DR: In this paper, the authors investigated the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan and found that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC.
The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance
TL;DR: The authors examined the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives.
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Is retention necessarily a win? Outcomes of searching and staying
TL;DR: In this paper, the authors examined the effect of psychological detachment and behavioral detachment on job search behavior and concluded that the strength of the search-criteria link varies depending upon an employee's objective "to leave" the current employer.
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