{"title":"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","authors":"In-Sue Oh , Huy Le , Dishi Hu , Steve B. Robbins","doi":"10.1016/j.jvb.2024.103973","DOIUrl":null,"url":null,"abstract":"<div><p>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.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":null,"pages":null},"PeriodicalIF":5.2000,"publicationDate":"2024-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Any port in a storm: Emotional stability as a stabilizer for the job performance-voluntary turnover relationship\",\"authors\":\"In-Sue Oh , Huy Le , Dishi Hu , Steve B. Robbins\",\"doi\":\"10.1016/j.jvb.2024.103973\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>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.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2024-02-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879124000149\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879124000149","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
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.
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).