风暴中的任何港口情绪稳定是工作表现与自愿离职关系的稳定剂

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED
In-Sue Oh , Huy Le , Dishi Hu , Steve B. Robbins
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引用次数: 0

摘要

尽管有大量研究考察了工作绩效-离职关系的超个体层面调节因素,但对个体层面调节因素(如相关的员工个性特征)的研究却十分有限。在本研究中,我们通过分析五年内收集的多波时滞数据,考察了在不同工作绩效水平下,情绪稳定性如何调节工作绩效与自愿离职之间的关系。结果表明,在工作绩效较低的情况下,情绪稳定(相对于神经质)的员工的工作绩效评分与自愿离职之间的关系不那么消极(平缓)。在工作绩效较高的一端,情绪稳定的员工的工作绩效与离职率之间的关系几乎持平(接近于零),而神经质的员工的工作绩效与离职率之间的关系则有些积极。这项研究表明,无论工作绩效水平如何,情绪稳定(与神经质)的员工都更有可能留下来,从而凸显了情绪稳定在获得劳动力稳定性方面的重要作用。我们将讨论这些结果的理论和实践意义,以及研究的局限性和未来的研究方向。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship

Although a great deal of research has examined supra-individual level moderators of the job performance-turnover relationship, research on individual-level moderators such as relevant employee personality traits is limited. In the current study, we examine how emotional stability moderates the job performance-voluntary turnover relationship at different levels of job performance by analyzing multi-wave time-lagged data collected over a five-year period. Results indicate that the relationship between job performance ratings and voluntary turnover at the lower end of job performance is less negative (flatter) among emotionally stable (vs. neurotic) employees. The job performance-turnover relationship at the higher end of job performance is almost flat (close to zero) among emotionally stable employees yet somewhat positive for neurotic employees. This study suggests that emotionally stable (vs. neurotic) employees, regardless of their job performance level, are more likely to stay, thus highlighting the important role of emotional stability in obtaining workforce stability. We discuss the theoretical and practical implications of these results, along with study limitations and future research directions.

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来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
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