大五人格特质和员工离职倾向关系的实证研究

An Empirical Study of the Relationship of Big Five Personality with Employees' Turnover Intention

本文采用量表调查了166名员工并进行层次回归分析后发现:责任心对离职倾向有负向的预测作用,神经质对离职倾向有正向的预测作用,外倾性、经验开放性和宜人性对离职倾向的影响作用不显著。在控制了人口统计学变量后,大五人格特质所解释的离职倾向的方差变异量,在责任心和神经质维度上分别为12.9%和3.7%,共计16.6%。人口统计学变量总共解释了离职倾向18.7%的方差变异。

Objective： To explore the relationship of big five personality with Turnover intention. Methods ：166 employees were assessed by Big Five Personality Scale and Turnover intention Survey. Results ： Hierarchical l＇egression indicated that 12. 9% and 3.7% variance of Turnover intention, were explained by Conscientiousness and Neuroticism respectively. Specifically, the Neuroticism dimension has a significant and positive influence in the staff turnover intention, while the Conscientiousness dimension has a significant and negative influence in turnover intention. But Extraversion, Agreeableness and Openness can＇t predict Turnover intention effectively in this survey.