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Personality similarity as a predicto...

Pendergrass, Laura Ann.

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Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory./
作者:	Pendergrass, Laura Ann.
面頁冊數:	184 p.
附註:	Source: Dissertation Abstracts International, Volume: 63-03, Section: B, page: 1599.
Contained By:	Dissertation Abstracts International63-03B.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3047655
ISBN:	049361768X

Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory.
Pendergrass, Laura Ann.

Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory. - 184 p.

Source: Dissertation Abstracts International, Volume: 63-03, Section: B, page: 1599.

Thesis (Ph.D.)--University of Minnesota, 2002.

This study examined the utility of personality similarity among coworkers as a predictor of organizational turnover. Schneider's (1987) Attraction-Selection-Attrition (ASA) theory proposes that people prefer to work with others who are similar in personality to themselves and that people who sense that they do not fit the group will leave the organization. Homogeneity within organizations is the hypothesized result of these processes. To test these hypotheses, a sample of 113 employees of a retail organization completed the California Psychological Inventory (CPI) and the Watson-Glaser Critical Thinking Appraisal (CTA). The personality profiles of these employees were then averaged to arrive at a comparison mean profile for the group. The profiles of 112 applicants to the same organization were then compared against the comparison profile to determine if similarity to the existing work group was predictive of each individual's turnover from the group.

ISBN: 049361768XSubjects--Topical Terms:

520063
Psychology, Industrial.

Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory.
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245 1 0 $a Personality similarity as a predictor of organizational turnover: A test of attraction-selection-attrition theory.
300 $a 184 p.
500 $a Source: Dissertation Abstracts International, Volume: 63-03, Section: B, page: 1599.
500 $a Adviser: Jo-Ida C. Hansen.
502 $a Thesis (Ph.D.)--University of Minnesota, 2002.
520 $a This study examined the utility of personality similarity among coworkers as a predictor of organizational turnover. Schneider's (1987) Attraction-Selection-Attrition (ASA) theory proposes that people prefer to work with others who are similar in personality to themselves and that people who sense that they do not fit the group will leave the organization. Homogeneity within organizations is the hypothesized result of these processes. To test these hypotheses, a sample of 113 employees of a retail organization completed the California Psychological Inventory (CPI) and the Watson-Glaser Critical Thinking Appraisal (CTA). The personality profiles of these employees were then averaged to arrive at a comparison mean profile for the group. The profiles of 112 applicants to the same organization were then compared against the comparison profile to determine if similarity to the existing work group was predictive of each individual's turnover from the group.
520 $a Results offered mixed support for the theory. Employees did show a unique personality profile that was significantly different from business executives and from the general population, and they demonstrated the significant homogeneity expected by ASA theory. Applicants were more similar to employees at this organization than they were to a normative sample of business executives, lending support to the ASA hypothesis that people will be attracted to organizations where they perceive that the employees have personalities similar to their own. Discriminant analyses yielded no functions that successfully discriminated between individuals who remained with the organization and those who left, using either personality scale scores or difference scores as predictors. Point-biserial correlations did yield significant results. Specifically, the Femininity/Masculinity, Tolerance, Capacity for Status, Intellectual Efficiency, Self-control, Good Impression, and Socialization scales of the CPI all correlated significantly with an individual's tendency to remain in the organization. Using difference scores as predictors, six scales correlated significantly with tenure; similarity to one's coworkers on the Self-control, Tolerance, Intellectual Efficiency, Femininity/Masculinity, Socialization, and Good Impression scales was predictive of an individual's tendency to remain in the organization. Personality and personality similarity appear to have moderate utility as predictors of organizational turnover.
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