Vocational interests and Big Five traits as predictors of job instability

Wille, Bart; Fruyt, Filip De; Feys, Marjolein

doi:10.1016/j.jvb.2010.01.007

Cited by 77 publications

(61 citation statements)

References 37 publications

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“…For instance, some people might hold unrealistically high expectations, which enhances turnover (Wanous, 1992), or they may lack social competences, making it difficult to develop positive working relationships. Even though somewhat stable individual differences might predict job change (e. g., personality and vocational interests; Wille, De Fruyt, & Feys, 2010), some of the control group stayers at Time 2 became leavers at Time 3, so that stable traits would not explain the results very well.…”

Section: Discussionmentioning

confidence: 97%

Push and Pull Motivations for Quitting

Semmer

Baillod

Berset

et al. 2014

Zeitschrift für Arbeits- und Organisationspsychologie A&O

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Abstract. We report a new analysis of data from a multi-year study, some of which were previously published in the current journal. A longitudinal sample of 380 computer specialists was followed over two years, yielding three measures each of job satisfaction, organizational commitment, and turnover intentions, as well as actual turnover, and reasons for leaving, at Times 2 and 3. Career paths were more diverse than the classical distinction between stayers and leavers implies. Furthermore, although the largest single group of leavers cited "push" reasons, conforming to the classical withdrawal model, a sizable number were attracted to another job ("pull motivation"). In a three-wave structural equation model, job (dis)satisfaction predicted turnover, while organizational commitment exerted its influence only via its association with job satisfaction. As expected, however, attitudes predicted turnover only for participants with push motivation. Quitting, in turn, predicted an improvement in both satisfaction and commitment, indicating that it paid off for the individual. The necessity to study consequences of turnover and to distinguish between different subgroups of stayers and leavers is emphasized. Key words: turnover, job satisfaction, commitment, intention to quit, turnover motivation Push und Pull Motivation der Fluktuation: Eine Längsschnittanalyse der Antezedenzen und Folgen des Stellenwechsels über drei MesswellenZusammenfassung. Arbeitsunzufriedenheit und geringe organisationale Verbundenheit sind als Prädiktoren der Fluktuationsabsicht und des Stellenwechsels gut etabliert. Diese Vorhersage sollte aber vor allem auf Personen zutreffen, die ihre Stelle wechseln möchten, weil sie nicht zufrieden sind ("push" -motivierte Fluktuation). Hingegen sollten Arbeitszufriedenheit und organisationale Verbundenheit nicht die Stellenwechsel derjenigen vorhersagen, die mit ihrer jetzigen Tätigkeit zufrieden sind und mit dem Wechsel ein verlockendes und herausforderndes Ziel verfolgen ("pull" -motivierte Fluktuation). Dass Arbeitszufriedenheit und organisationale Verbundenheit Fluktuation nur bei Push-Motivation vorhersagen, stellt unsere zentrale Hypothese dar. Zudem gingen wir davon aus, dass dem Stellenwechsel ein Anstieg der Arbeitszufriedenheit und organisationalen Verbundenheit folgt, und zwar unabhängig von der Fluktuationsmotivation. Ü ber einen Zeitraum von zwei Jahren wurden diese Annahmen über jährliche Befragungen (drei Messzeitpunkte) geprüft, wobei alleauch diejenigen, die die Stelle gewechselt hatten -einbezogen wurden. 380 IT Spezialisten machten Angaben zu Arbeitszufriedenheit, organisationaler Verbundenheit und Fluktuationsabsicht zu allen drei Messzeitpunkten sowie zur tatsächlichen Fluktuation und zur Fluktuationsmotivation nach dem ersten und zweiten Jahr (Messzeitpunkte 2 und 3). Die erhobenen Daten -die teilweise bereits in der ZAO publiziert wurden -wurden in einem longitudinalen Strukturgleichungsmodell reanalysiert. Die Ergebnisse zeigten, dass die klassische Unterscheidung zwischen Wechseln...

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Section: Discussionmentioning

confidence: 97%

Push and Pull Motivations for Quitting

Semmer

Baillod

Berset

et al. 2014

Zeitschrift für Arbeits- und Organisationspsychologie A&O

View full text Add to dashboard Cite

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“…These traits are considered to provide the motivational force to engage in entrepreneurial activities (Mount et al, 2005) and maintain entrepreneurial roles (Wille et al, 2010). Despite a range of these personality traits, entrepreneurial personality research is increasingly dominated by focus on the Big Five Personality Factors model.…”

Section: Personality and Entrepreneurial Successmentioning

confidence: 99%

Does personality of owners of micro enterprises matter for the relationship between startup capital and entrepreneurial success?

Baluku¹,

Kikooma²,

Kibanja³

2016

Afr. J. Bus. Manage.

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Following the devastating effects of the recent global economic and financial crisis, both developing and developed countries are desperate to boost economic development and reduce unemployment rates. Consequently, entrepreneurship is being promoted. The resulting enterprises contribute to economic development and create employment opportunities. However, the contribution to economic development can only be realized if the enterprises themselves are growing. Whereas the contribution of both startup capital and personality to entrepreneurial success is well researched, the interaction between the two leading to entrepreneurial success has not been investigated. Using a sample of 384 owners of micro-enterprises from a cross-section of industry sectors in Uganda, The study examine the moderating effect of Big Five personality factors on the relationship between startup capital and entrepreneurial success. The study observes that startup capital, agreeableness and extraversion positively predict entrepreneurial success. Neuroticism, on the other hand, negatively predicts entrepreneurial success. Extraversion is the only factor in the Big Five model that moderates the relationship between startup capital and entrepreneurial success, highlighting the importance of interpersonal skills in microenterprises. The study also discusses implications for research, entrepreneurial education and support in relation to startup capital, specific personality factors.

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“…Fruyt, & Feys, 2010) and career success attainment (Wille, De Fruyt, & De Clercq, 2013;Wille, De Fruyt, & Feys, 2013). In 1994, 934 final-year undergraduates from various faculties enrolled in this study filling out personality inventories 3 months prior to graduation (for a thorough description of the sample, see De Fruyt & Mervielde, 1999).…”

Section: Design and Participantsmentioning

confidence: 99%

Vocations as a source of identity: Reciprocal relations between Big Five personality traits and RIASEC characteristics over 15 years.

Wille

Fruyt

2014

Journal of Applied Psychology

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100

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Although work is a core part of life, the direction of influence from personality to work has typically been conceived as only unidirectional. The present study aims to contribute to the literature by considering reciprocal relations between personality and occupational characteristics, drawing on current perspectives from personality psychology (i.e., the social investment principle) and using a well-established framework to conceptualize career development (i.e., Holland's RIASEC theory). For this purpose, a longitudinal cohort of college alumni (N ϭ 266) was tracked across a substantial and significant period in their professional career. Big Five personality traits and RIASEC occupational characteristics were assessed at the career start and 15 years later when their careers had unfolded. A combination of observed and latent variable analyses were used to disentangle the longitudinal and reciprocal relations between traits and occupational characteristics. Our results indicate that personality shapes and is shaped by our vocational experiences, suggesting that work can be a source of identity. The implications for theory and research on personality in the industrial and organizational literature are discussed alongside a number of practical implications for organizational and counseling settings.

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Vocational interests and Big Five traits as predictors of job instability

Cited by 77 publications

References 37 publications

Push and Pull Motivations for Quitting

Push and Pull Motivations for Quitting

Does personality of owners of micro enterprises matter for the relationship between startup capital and entrepreneurial success?

Vocations as a source of identity: Reciprocal relations between Big Five personality traits and RIASEC characteristics over 15 years.

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