Personality and Employee Withdrawal: Effects of Locus of Control on Turnover

Spector, Paul E.; Michaels, Charles E.

doi:10.2466/pr0.1986.59.1.63

Cited by 27 publications

(13 citation statements)

References 9 publications

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“…Researchers have also considered the influence of locus of control on withdrawal behnviour in work settings. Spector & Michaels (1986) found externality to be associated with intentions to quit, although this relationship did not hold for actual turnover. Rahtnan & Kumar (1984) found absenteeism to be independent of locus of control.…”

mentioning

confidence: 71%

Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control

Storms

Spector

1987

Journal of Occupational Psychology

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179

119

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The present field study was designed to examine the influence of organizational frustration and locus of control on emotional and behavioural reactions to frustrating conditions. Data were collected by questionnaire from 160 employees from all levels of a community mental health facility. As hypothesized, organizational frustration was found to be positively related to interpersonal aggression, sabotage and withdrawal. Subgroup moderator analysis supported the hypothesized moderating relationship of locus of control on the perceived frustration behavioural reactions relationship. These results suggest that persons with an external locus of control are more likely to respond to frustration with counterproductive behaviour than persons with an internal locus of control. The implications of these findings for organizations are discussed.

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mentioning

confidence: 71%

Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control

Storms

Spector

1987

Journal of Occupational Psychology

Self Cite

179

119

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show abstract

“…The third possible response to frustration is withdrawal from the situation (e.g., disengagement [Rothmann & Hamukang'andu, 2013], intention to quit [Spector & Michaels, 1986], and turnover [Marrow, 1972;O'Connor et al, 1984]). Withdrawal usually happens under conditions of high frustration, especially when other courses of action are inhibited and aggression is punished (Lazar et al, 2006;Spector, 1978;Storms & Spector, 1987).…”

Section: Founder Power and Full Venture Exit Via Ipomentioning

confidence: 99%

Should I Stay or Should I Go? Founder Power and Exit via Initial Public Offering

Souitaris

Zerbinati

Peng

et al. 2020

AMJ

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“…It was also assumed that all participants were employed in teaching positions in their respective workplaces (rather than other types of position). While retention and satisfaction both represent long term outcomes of a successful placement, several studies have found them to be uncorrelated ( Spector and Michaels, 1986 ; Boswell, 2006 ; Furnham, 2009 ; Lizano and Mor Barak, 2015 ; Boswell et al, 2017 ). Thus they may potentially represent distinct markers of a successful placement in some contexts.…”

Section: Literature Reviewmentioning

confidence: 99%

Associating Psychological Factors With Workplace Satisfaction and Position Duration in a Sample of International School Teachers

Hollett

McMahon

Monson³

2021

Front. Psychol.

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To be an effective teacher, a combination of specific professional skills and psychological attributes are required. With increasingly fluid employment conditions, particularly in the international context, recruiters and schools are under considerable pressure to quickly differentiate candidates and make successful placements, which involves more than just determining if a candidate holds an appropriate qualification. Therefore, the aim of this cross-sectional study was to measure theoretically and empirically valuable psychological attributes in an international sample of schoolteachers to determine the most valuable correlates of satisfaction and position duration. An international sample (N = 335) of elementary, middle and high school teachers completed an online survey to capture their workplace satisfaction, position duration and measure 15 psychological attributes using validated instruments. Linear associations were estimated using hierarchical regression with this analysis complemented and compared with follow-up non-linear neural network models. Using regression, lower agreeableness (less people-oriented) emerged as the strongest correlate of longer position duration throughout the cohort. In elementary school teachers, lower impulsivity and higher organizational commitment emerged as the strongest correlates of longer position duration. In high school teachers, better stress tolerance and higher organizational commitment emerged as the strongest correlates of longer position duration. Using neural networks to suggest predictive models, low levels of neuroticism and impulsivity were the strongest predictors of longer position duration in elementary school teachers. High stress tolerance also predicted high work satisfaction in elementary teachers, whereas it was lower impulsivity that most strongly predicted higher work satisfaction in high school teachers. Innovation tendencies, perhaps surprisingly, appeared as a consistent predictor of lower levels of workplace satisfaction across teaching levels. Honesty-humility also emerged as a predictor of shorter position duration, particularly for primary/elementary teachers scoring above the mean. Taken together the results suggest an interesting balancing act that needs to be struck between hiring people-oriented and innovative teachers who may be more effective and adaptable but also at greater risk of changing position, possibly due to an increased interest and ability to transition into new social environments.

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Personality and Employee Withdrawal: Effects of Locus of Control on Turnover

Cited by 27 publications

References 9 publications

Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control

Relationships of organizational frustration with reported behavioural reactions: The moderating effect of locus of control

Should I Stay or Should I Go? Founder Power and Exit via Initial Public Offering

Associating Psychological Factors With Workplace Satisfaction and Position Duration in a Sample of International School Teachers

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