This study investigated the relationship between turnover and personality measures through the application of discriminant analysis in a split sample cross validation design. Four personality tests measuring 34 dimensions of personality were administered to 300 Caucasian male job applicants. The tests were the Fundamental Interpersonal Relations Orientation-Behavior, the Vocational Preference Inventory, a shortened version of the DF-Opinion Survey, and the Guilford Zimmerman Temperament Survey. Ten of the dimensions were initially found to be significantly related to turnover. The shrinkage of the coefficient after cross validation was enough for the loss of statistical significance. It is suggested that personality measures are moderately associated with turnover and that investigations examining methods to reduce turnover should focus on other variables.
| Identifer | oai:union.ndltd.org:unt.edu/info:ark/67531/metadc500876 |
| Date | 08 1900 |
| Creators | Daughtry, Perry |
| Contributors | Johnson, Douglas A., Beyerlein, Michael Martin, Marshall, Linda L. |
| Publisher | University of North Texas |
| Source Sets | University of North Texas |
| Language | English |
| Detected Language | English |
| Type | Thesis or Dissertation |
| Format | v, 51 leaves, Text |
| Rights | Public, Copyright, Copyright is held by the author, unless otherwise noted. All rights reserved., Daughtry, Perry |
Page generated in 0.0152 seconds