Personality trait and subjective work experience fit ( P -SWE fit) as an explanation for voluntary turnover

Anne Congard (1) , Alice Delicourt (2) , Bruno Dauvier (3) , Frédérique Gros (4)

1 LPPL - Laboratoire de Psychologie des Pays de la Loire
2 LPS-DT - Laboratoire Psychologie de la Socialisation - Développement et Travail
3 PsyCLÉ - Centre de Recherche en Psychologie de la Connaissance, du Langage et de l'Émotion
4 Section d’Etudes et de Recherches des Applications de la Psychologie

The aim of the present study was to show that examining the interactions between personality traits and subjective work experience (SWE) can be an interesting approach to understanding turnover. During the months following their enlistment, 186 resigning and 77 nonresigning military personnel were questioned about six SWE dimensions. During the recruitment process, they had undergone a Big Five personality test. Logistic regression analyses were conducted to study the effects of personality and SWE on turnover. Binomial generalized linear models enabled us to identify interaction effects between personality traits and SWE. These showed that open individuals who feel a high level of specialty satisfaction are less likely to quit. Similarly, individuals with high levels of neuroticism or conscientiousness are more inclined to resign if the environment is perceived to be stressful. The same applies to agreeable individuals who have negative perceptions of their interpersonal relationships. This study highlights the complexity of voluntary turnover and the need to investigate the transactions between personality and contextual characteristics with nonlinear models.

Mots clés: Turn-over; Person-organization fit; Person-job fit; Big Five

Domaines: Psychologie

Anne Congard, Alice Delicourt, Bruno Dauvier, Frédérique Gros. Personality trait and subjective work experience fit ( P -SWE fit) as an explanation for voluntary turnover. Military Psychology, 2022, 34 (1), pp.68-82. ⟨10.1080/08995605.2021.1970459⟩. ⟨hal-03628598⟩