The Effect of Five-Factor Model of Personality Traits on Turnover Intention among Information Technology (IT) Professionals

Abstract

This study aims to identify the factors affecting turnover intention among IT professionals. A model was developed with the inclusion of five-factor model of personality traits, job satisfaction, career satisfaction, career self-efficacy and career commitment. A total of 430 responses were gathered from IT professionals working in Turkey. Structural equation modeling technique was used for the analysis. According to the results, job satisfaction and career commitment have direct negative effects on turnover intention. In addition, two of the five personality traitsconscientiousness and openness to experience -and career self-efficacy indirectly affect turnover intention. ÖZBu çalışmanın amacı bilişim teknolojileri (BT) profesyonellerinin işten ayrılma niyetine etki eden faktörlerin araştırılmasıdır. Araştırma modeli olarak beş-faktörlü kişilik özellikleri, iş memnuniyet, kariyer memnuniyeti, kariyer konusunda kendine güven ve kariyer bağlılığı faktörlerini içeren bir araştırma model oluşturulmuştur. Türkiye'de BT alanında çalışan 430 profesyonelden veri toplanarak Yapısal Eşitlik Modellemesi yöntemi ile araştırma modelindeki ilişkiler test edilmiştir Sonuçlara göre iş memnuniyet ve kariyer bağlılığının işten ayrılma niyetine direkt pozitif bir etkisi vardır. Ayrıca, beş-faktörlü kişilik özelliklerinden sorumluluk ve deneyime açıklık ve kariyer konusunda kendine güven faktörlerinin işten ayrılma niyetine dolaylı bir etkisi bulunmaktadır. .x http://www.ajit-e.org/?menu=pages&p=details_of_article&id=205Several studies explored the significant effect of personality traits on turnover intention (Arıyabuddhiphongs and Marican, 2015;Barrick and Zimmerman, 2009;Zimmerman, 2008). However, this study comprises of a comprehensive model, which aims to explore the effect of the five-factor model of personality traits on job satisfaction, career satisfaction, career selfefficacy, career commitment and eventually turnover intention. These variables were selected because of their potential effect in explaining the turnover decision. In addition to the personality traits, the literature shows the crucial influence of job satisfaction on the quitting decision and both career satisfaction and career commitment (Jang and George, 2012;Kanwar et al., 2012;Shah, 2011). Furthermore, the model in this study overcomes previous models, focusing solely on either job satisfaction (Jang and George, 2012;Kanwar et al., 2012) or career The Effect of Five-Factor Model of Personality Traits on Turnover Intention among IT Professionals Ç. ALTIN GÜMÜŞSOY http://www.ajit-e.org/?menu=pages&p=details_of_article&id=205

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“…Although not directly hypothesized, concerning the direct effects of personality traits on job satisfaction, we found a positive relationship for conscientiousness and a negative relationship for neuroticism in line with other studies made in Turkey (Camgoz & Karapinar, 2011;Gümüşsoy, 2016). More specifically, congruent with prior research, our findings demonstrate that individuals who are high in conscientiousness report higher levels of job satisfaction (Winkelmann & Winkelmann, 2008;Templer, 2012), whereas individuals who are high in neuroticism report lower levels of job satisfaction (Connolly & Viswesvaran, 2000;Judge, Heller, & Mount, 2002;Kim & Chung, 2014).…”

“…Besides paternalistic leadership, these behaviours are compatible with the dimensions of transformational leadership. In fact, recent studies reported that transformational leadership is the most preferred leadership style in Turkey (Aycan & Fikret-Pasa, 2003; Gumusluoglu & Ilsev, 2009; Gumusluoglu, Karakitapoğlu-Aygün, & Hirst, 2013). As in other countries, much of the interest has been devoted to investigate the prevalent and preferred leadership styles in Turkey; however, less attention has been directed to the investigation of how these leadership styles affect employee’s perceptions such as perceived empowerment and job satisfaction.…”

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