The Impact of Personality Traits on Turnover Intention: The Mediating Effect of Job Insecurity
The Impact of Personality Traits on Turnover Intention: The Mediating Effect of Job Insecurity

Summary/Abstract: Previous literature has acknowledged that it is essential to examine how employees’ personality traits affect employment outcomes, particularly disparities in job performance. This study investigates the mediating effect of job insecurity on the individual's personality traits and turnover intention. The questionnaires were collected online between March and April of the same year. In addition, the study's intended audience included entry-level and mid-level workers. The survey was circulated using Google Forms, emails, and social media to gather the data. As a result of the questionnaires being distributed among the participants, the study took a snowball approach. This study also uses a sample size of 299 employees (N=299). Job Insecurity would mediate between Big Five personality characteristics and turnover intention, which would have a detrimental impact on employees' willingness to leave their jobs. It was shown that the Big Five personality qualities adversely predicted turnover intention, while job insecurity mediates the relationship between the Big Five personality traits and turnover intention. For Thai employees who voluntarily quit, traits such as affected feelings, toughness of mind, and shyness were found to be predictive of leaving; commitment was found to be associated with turnover intentions for low self-monitors, and external locus of control was found to be associated with intentions to leave.

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