Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model

Abstract

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality’s role in perceived organisational support and intention to quit are discussed.

The Effect of Attachment Diversity on Team Performance and the Moderating Role of Perceived Organizational Support

“…Thus, interpersonal avoidance strategies seem to be particularly less constructive in organizational teams because they are largely incompatible with the explicit goals of workplace teams, which are to collaborate, exhibit interdependence, interact socially, and share common goals (Mathieu et al, 2017). POS is considered an organizational mechanism, where social exchanges and external expectations are formed, and personality tendencies become more apparent (Treglown et al, 2018). Strong contextual situations may constrain the effects of individual differences among teamwork members (Bell et al, 2018).…”

Pentingnya Peran Strategi Sumber Daya Manusia Dalam Mempengaruhi Retensi Auditor Di Indonesia

“…Hal ini dikarenakan dengan adanya kebijakan perusahaan ataupun perlakukan kantor akuntan publik yang dapat meningkatkan persepsi auditor bahwa mereka dihargai dan penting bagi perusahaan maka akan membuat auditor menjadi nyaman dan ingin loyal terhadap kantor akuntan publik. Hasil ini sama dengan penelitian yang dilakukan oleh Fitria & Linda (2019), Alfisyahri (2018), Ghazali et al (2018), Treglown et al (2018, Ashraf et al (2016), Saranya & Muthumani (2015) Kalidass & Bahron (2015), Islam et al (2013), Hussain & Asif (2012) dan Tumwesigye (2010) yang menemukan bahwa persepsi dukungan organisasi memiliki hubungan yang signifikan positif terhadap retensi karyawan. Berdasarkan hasil analisis dapat disimpulkan bahwa hipotesis keenam terbukti.…”

Stress, flourishing and intention to leave of teachers: Does coping type matter?

“…Intention to leave is defined as the desire to stop working for an organisation (Kahumuza & Schlechter, 2008;Treglown, Zivkov, Zarola, & Furnham, 2018). It is a crucial determinant of employees' withdrawal behaviour and the final part of their decision-making process about resigning from the job (Griffeth, Hom, & Gaertner, 2000;Park & Kim, 2009).…”