Personality Factors and Adult Attachment Affecting Job Mobility (original) (raw)
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Although scholars have been interested in the relationships between various personality types and flow experience , research has neglected to examine consumer-oriented behavior from the standpoint of employee attachment styles when placed within specific types of hospitality settings. To address this gap, a comprehensive framework based on theories of personality and attachment was developed and tested to examine the effects that five personality types, in combination with job flow experience, organizational commitment, and consumer-oriented behavior have upon frontline casino service employees, when moderated by anxiety and avoidance attachment. Results reveal that employee personalities involving openness, conscientiousness, extraversion, and neuroticism have significant effects on job flow experience, which, in turn, positively influences employee organizational commitment and consumer-oriented behavior. Anxiety attachment moderates the relationships between these five personalities and job flow experience. Avoidance attachment was found to moderate the relationships between four of the five personality traits and job flow experience.
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Research has consistently indicated that worker turnover intentions are factors external to an employee; however, little work has investigated turnover intention behavior from personality perspective in a context of a private university in a low resourced country like Uganda. The purpose of this study was to investigate the effect of individual personality dimensions and job turnover intentions among Busoga University staff. Correlations and regression analysis methods were used in the analysis. The study adopted a cross -sectional survey design and used probability sampling approach. A survey questionnaire was used in data collection on a sample of (n = 133) drawn from a total population of 200 staff. The findings revealed that apart from emotional stability (neuroticism), all the other four personality dimensions of (openness, conscientiousness, extroversion, and agreeableness), positively and significantly predicted job turnover intentions among the staff of Busoga University in Uganda. This study contributes to knowledge of turnover intention by aligning individual personality dimensions as significant predictors of turnover intentions within the context of Busoga University. This study underscores the fact that workers' personality issues, matter for organizations and can be instrumental in furthering managerial decisions relating to turnover intentions. One of study limitations was a small sample size that was less than 200 cases to support Structural Equation Modeling (SEM) with AMOS (Analysis of Moment Structures) which would have been an appropriate tool to test the hypotheses considering the fact that the study had multiple constructs. Also, this study was limited to the effect that it used cross -sectional design.
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Research has consistently indicated that worker turnover intentions are factors external to an employee; however, little work has investigated turnoverintention behaviour from personality perspective in a context of a private university in a low resourced country like Uganda. The purpose of this study was to investigate the interactive effect of personality dimensions and job turnover intentions among the Busoga University staff. Correlations and regression analysis methods were in the analysis. Data were collected with the aid of questionnaire based on a sample of (total N = 133). The findings revealed that apart from emotional stability (neuroticism), all the other four personality dimensions of (openness, conscientiousness, Extroversion, and agreeableness), positively and significantly predicted job turnover intentions among the staff of Busoga University in Uganda. This study contributes to knowledge of turnover intention by aligning individual personality dimensions as significant predictors of turnover intentions within the context of Busoga University. This studyunderscores the fact that workers' personality matters for organisations and can be instrumental in furthering managerial decisions relating to turnover intentions. One of study limitations was a small sample size that was less than 200 cases to support Structural Equation Modelling (SEM) with AMOS (Analysis of Moment Structures) which would have been an appropriate tool to test the hypotheses considering the fact that the study had multiple constructs. Also, this study was limited to the effect that it used crosssectional design.