Associations between Employee personality and their

intent to leave among higher Education Teaching staff in

Gwalior

Presenters:
Mr. Abhijeet Singh Chauhan
Research Scholar (Management), Jiwaji University, Gwalior

Ms. Niki Jain

Research Scholar (Management), Jiwaji University, Gwalior
 Big- 5 Personality Traits
Openness to Experience : They love Art, adventure,
carry unusual ideas, have curiosity, and want to have
variety of experiences.
Conscientiousness: Tendency to be organized and
dependable, show self-discipline, act dutifully, aim
for achievement, and prefer planned rather than
spontaneous behavior.
Extraversion: Energetic, Surgency, assertiveness,
sociability and the tendency to seek stimulation in
the company of others, and talkativeness
 Big- 5 Personality Traits
Agreeableness: Tendency to be compassionate
and cooperative rather than suspicious and
antagonistic towards others. It is also a
measure of one's trusting and helpful nature,
and whether a person is generally well-
tempered or not.
Emotional Stability: Emotional stability is the
capacity to maintain ones emotional balance
under stressful circumstances. It is the opposite
of emotional instability and neuroticism
 Intent to leave
Employee turnover intention means an employee
who are thinking about and thinking to quit a job
(Lucy et al. 2002)
 Purpose of the Study
1. To measure reliability of the variables (Big 5
personality types and Employee turnover
intentions)
2. To measure the associations between Big 5
personality types and Employee turnover
intentions.
 Proposed Hypothesis
After reviewing the related literature following hypothesis may be
proposed:
• H1: Emotional stability is negatively related with turnover
intentions
• H2: Agreeableness is positively related with turnover
intentions.
• H3: Conscientiousness is negatively related with turnover
intentions.
• H4: Extroversion is positively related to turnover intentions.
• H5: Openness to experience is positively related to turnover
intentions.
 RESEARCH METHODOLOGY
The Study: The study was Empirical in nature with
survey method used to complete the study.
Sampling Design:
• Population: Population included higher
education teaching staff from Gwalior city.
• Sampling Element: Individual respondents were
the sampling element.
• Sampling Technique: Non-Probability purposive
sampling technique was used to select the
sample.
 RESEARCH METHODOLOGY

Tools Used for data Collection:

Variable Author
Big Five personality Types John, O. P., & Srivastava, S. (1999)
Employee turnover intention Solomon Oyetola Olusegun (2013)

Tools Used for data Analysis

1. Reliability Analysis

2. Karl pearson's Correlation coefficient

 Reliability Analysis

Measures Cronbach’s Alpha value

Extroversion 0.719
Conscientiousness 0.812
Agreeableness 0.762
Openness to experience 0.850
Emotional stability 0.870
Intent to leave 0.762
 Correlation Analysis
Correlations
1 2 3 4 5 6
Emotional stability Pearson Correlation 1 .322** .394** .437** .258** -.512**
Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
Agreeableness Pearson Correlation .322** 1 .562** .560** .406** .339**
Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
Conscientiousness Pearson Correlation .394** .562** 1 .573** .452** .387**
Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
Openness to Pearson Correlation .437** .560** .573** 1 .404** .497**
experience Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
Extroversion Pearson Correlation .258** .406** .452** .404** 1 .528**
Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
Employee turnover Pearson Correlation -.512** .339 .387 .497** .528** 1
intention Sig. (2-tailed) .000 .000 .000 .000 .000
N 200 200 200 200 200 200
**. Correlation is significant at the 0.01 level (2-tailed).
Conclusion, Suggestions
and limitations