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Reframing Turnover/Personality Research in the Context of the Attraction-Selection-Attrition Hypothesis

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Abstract

This paper re-examines data originally reported by Cowan & Dreher (1983) in their examination of personality correlates of turnover among managerial, professional, and technical employees. It is intended to reframe the relationship between personality and turnover in light of recent attention on the attraction-selection-attrition hypothesis and to make the results of the original study more accessable to those studying these issues. Results show no relationship between homogeneity based on personality dimensions measured by the Guilford-Zimmerman Temperament Survey (GZTS) and attrition from the organization. Therefore, no support can be offered for the homogeneity hypothesis. Based on these and other failures to find significant relationships between personality dimensions and homogeneity, we suggest that future research about the causes and effects of homogeneity should be based on research that delineates the domain of organizational fit.

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1990-06-01

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CAHRS; ILR; center; human resource; job; worker; advanced; labor market; satisfaction; employee; work; manage; management; training; HRM; employ; model; industrial relations; labor market; health care; economy; job satisfaction; job performance; productivity; measurement; compensation; pay; voluntary turnover; salary; attrition; professional; technical

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