UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META‐ANALYTIC PATH MODEL

By Ryan D. Zimmerman. 2008

547 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/cd03aaa625a211967570263826fd5d89a765eae1

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states (2012, methodology): “…this model has been used to study relationships between personality and variables of interest to organizations such as leadership (Bono & Judge, 2004), job satisfaction (e.g., Judge, Heller, & Mount, 2002), job performance (e.g., Barrick, Mount, & Judge, 2001) and turnover (e.g., Zimmerman, 2008).”
A comparison of work-specific and general personality measures as predictors of work and non-work criteria (2010, background): “This was done because we believed that there was little theoretical and empirical basis to expect that openness would be related to the criteria examined in the current research (Judge et al., 2002; Salgado, 2002; Zimmerman, 2008).”
A meta‐analysis of positive humor in the workplace (2012, methodology): “Following the theory-testing method developed by Viswesvaran and Ones (1995), we conducted regression analyses on meta-analytically derived correlations between the variables (i.e. meta-analytic regression; Colquitt et al. , 2001; Zimmerman, 2008).”
Do Overwhelmed Expatriates Intend to Leave? The Effects of Sensory Processing Sensitivity, Stress, and Social Capital on Expatriates' Turnover Intention (2018, background): “Within the domestic context, Zimmerman (2008) meta-analytically showed that (‘bright’ sides of) personality traits influence the individual’s turnover decision and behavior.”
The impact of cognitive flexibility on resistance to organizational change (2012, background): “Employees’ propensity to resist organizational change is largely determined by their openness to experience (Zimmerman, 2008).”
The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors (2010, background): “Recent meta-analytic findings also support emotional stability as the strongest of the Big Five personality traits in predicting turnover intentions, followed by conscientiousness and extraversion (Zimmerman, 2008).”
The grit effect: predicting retention in the military, the workplace, school and marriage (2013, background): “…found that retention in sales jobs is predicted by Big Five emotional stability, conscientiousness, agreeableness and, to a lesser degree, by extraversion and (inversely) openness to experience (Mobley et al., 1979; Steers and Mowday, 1981; Costa and McCrae, 1985; Salgado, 2002; Zimmerman, 2008).”
Examining the Role of Personal Identification With the Leader in Leadership Effectiveness (2013, background): “tend to decrease employees’ turnover intention (Zimmerman, 2008).”
Work engagement, burnout and related constructs as predictors of turnover intentions : original research (2010, background): “A number of studies (Coyne & Ong, 2007; Hemdi & Nasurdin, 2008; Zimmerman, 2008) have been concluded about the 1.”
Psychological capital, Big Five traits, and employee outcomes (2014, background): “Given that employee turnover intention is affected not only by situational factors relevant to job or organizational environment, but also by individuals’ dispositional traits (Zimmerman, 2008), the unique effect of PsyCap on turnover intention has yet to be examined in the context of the Big Five t”
CEO Career Variety: Effects on Firm-Level Strategic and Social Novelty (2014, background): “…to experience, a Big Five personality trait that captures (in part) a desire for new and varied experiences (Boudreau, Boswell, Judge, & Bretz, 2001; Zimmerman, 2008); one’s risk propensity (Nicholson, Soane, Fenton-O’Creevey, & Willman, 2005; Vardaman, Allen, Renn & Moffit, 2008), an association…”
Proactive personality, social capital, helping, and turnover intentions (2011, background): “, 2005; Reynolds and Karraker, 2003) and turnover intentions (Maertz and Campion, 2004; Zimmerman, 2008).”
Employee Job Search (2012, unknown): “…as personality traits and variables reflecting human capital have only recently been incorporated in the context of EJSs (cf. Boudreau et al., 2001; Zimmerman, 2008; Zimmerman et al., in press) yet have been more consistently included in the context of first-time or unemployed job search (Kanfer…”