{"id":{"repo_id":"ohiolink","oai_identifier":"oai:etd.ohiolink.edu:ohiou1354230434"},"canonical_url":"https://search.dev.ndltd.org/etd/ohiolink/oai:etd.ohiolink.edu:ohiou1354230434","repository":{"repo_id":"ohiolink","name":"OhioLINK","base_url":"https://etd.ohiolink.edu/acprod/odb_etd/ws/oai/oai"},"display":{"title":"Turnover Intentions and Turnover: The Moderating Role of Dispositional Affectivity","abstract":"Turnover is a costly problem for organizations, with severe consequences for individuals (Hom & Griffeth, 1995). Because turnover intentions are the best predictor of turnover (Griffeth, Hom, & Gaertner, 2000), our ability to explain and predict individual voluntary turnover decisions depends upon our understanding of the intentions-turnover relationship. Allen, Weeks, and Moffitt (2005) suggested that dispositional affectivity moderates this relationship. Using a sample of 443 U.S. insurance company employees and hierarchical moderator logistic regression, I found that dispositional affectivity (i.e., positive affectivity [PA] and negative affectivity [NA]) jointly moderated the turnover intentions-turnover relationship. As hypothesized, the positive relationship was strong when employees are high in PA and low in NA, signifying the presence of an approach system and the dormancy of an inhibition system (Watson, Wiese, Vaidya, & Tellegen, 1999), and weak for the other combinations. This study contributes to the turnover field by helping to explain the moderate strength and wide variance of the intentions-turnover relationship, and by suggesting a role for dispositional affectivity. Inclusion of the three-way interaction improved the substantive significance of a model with established turnover variables. This extends the traditional role of dispositional affectivity beyond a direct effects predictor, encouraging the field to pay greater attention to personality.","abstract_html":"Turnover is a costly problem for organizations, with severe consequences for individuals (Hom & Griffeth, 1995). Because turnover intentions are the best predictor of turnover (Griffeth, Hom, & Gaertner, 2000), our ability to explain and predict individual voluntary turnover decisions depends upon our understanding of the intentions-turnover relationship. Allen, Weeks, and Moffitt (2005) suggested that dispositional affectivity moderates this relationship. Using a sample of 443 U.S. insurance company employees and hierarchical moderator logistic regression, I found that dispositional affectivity (i.e., positive affectivity [PA] and negative affectivity [NA]) jointly moderated the turnover intentions-turnover relationship. As hypothesized, the positive relationship was strong when employees are high in PA and low in NA, signifying the presence of an approach system and the dormancy of an inhibition system (Watson, Wiese, Vaidya, & Tellegen, 1999), and weak for the other combinations. This study contributes to the turnover field by helping to explain the moderate strength and wide variance of the intentions-turnover relationship, and by suggesting a role for dispositional affectivity. Inclusion of the three-way interaction improved the substantive significance of a model with established turnover variables. This extends the traditional role of dispositional affectivity beyond a direct effects predictor, encouraging the field to pay greater attention to personality.","abstract_has_math":false,"creators":["Ritter, Charles H."],"institution":"Ohio University","degree_name":"Master of Science (MS)","degree_level":"masters","degree_discipline":"Industrial/Organizational Psychology (Arts and Sciences)","degree_department":null,"school":null,"contributors":["Griffeth, Rodger"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2012,"date_issued":"2012","date_published":"2012","updated_at":"2026-07-24T03:35:52Z","subjects":["Organizational Behavior","Personality","Psychology","turnover intentions","turnover","dispositional affectivity","positive affectivity","negative affectivity"],"languages":["English"],"rights":["unrestricted","This thesis or dissertation is protected by copyright: all rights reserved. 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Using a sample of 443 U.S. insurance company employees and hierarchical moderator logistic regression, I found that dispositional affectivity (i.e., positive affectivity [PA] and negative affectivity [NA]) jointly moderated the turnover intentions-turnover relationship. As hypothesized, the positive relationship was strong when employees are high in PA and low in NA, signifying the presence of an approach system and the dormancy of an inhibition system (Watson, Wiese, Vaidya, & Tellegen, 1999), and weak for the other combinations. This study contributes to the turnover field by helping to explain the moderate strength and wide variance of the intentions-turnover relationship, and by suggesting a role for dispositional affectivity. Inclusion of the three-way interaction improved the substantive significance of a model with established turnover variables. This extends the traditional role of dispositional affectivity beyond a direct effects predictor, encouraging the field to pay greater attention to personality."]},{"key":"dc:format","label":"Dc Format","values":["application/pdf","p.73","636.1 KB"]},{"key":"dc:title","label":"Title","values":["Turnover Intentions and Turnover: The Moderating Role of Dispositional Affectivity"]}]}],"canonical_facts":{"dc:contributor":["Griffeth, Rodger"],"dc:creator":["Ritter, Charles H."],"dc:date":["2012"],"dc:description":["Turnover is a costly problem for organizations, with severe consequences for individuals (Hom & Griffeth, 1995). Because turnover intentions are the best predictor of turnover (Griffeth, Hom, & Gaertner, 2000), our ability to explain and predict individual voluntary turnover decisions depends upon our understanding of the intentions-turnover relationship. Allen, Weeks, and Moffitt (2005) suggested that dispositional affectivity moderates this relationship. Using a sample of 443 U.S. insurance company employees and hierarchical moderator logistic regression, I found that dispositional affectivity (i.e., positive affectivity [PA] and negative affectivity [NA]) jointly moderated the turnover intentions-turnover relationship. As hypothesized, the positive relationship was strong when employees are high in PA and low in NA, signifying the presence of an approach system and the dormancy of an inhibition system (Watson, Wiese, Vaidya, & Tellegen, 1999), and weak for the other combinations. This study contributes to the turnover field by helping to explain the moderate strength and wide variance of the intentions-turnover relationship, and by suggesting a role for dispositional affectivity. Inclusion of the three-way interaction improved the substantive significance of a model with established turnover variables. 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It may not be copied or redistributed beyond the terms of applicable copyright laws."],"dc:subject":["Organizational Behavior","Personality","Psychology","turnover intentions","turnover","dispositional affectivity","positive affectivity","negative affectivity"],"dc:title":["Turnover Intentions and Turnover: The Moderating Role of Dispositional Affectivity"],"dc:type":["Electronic Thesis or Dissertation"],"thesis:degree_discipline":["Industrial/Organizational Psychology (Arts and Sciences)"],"thesis:degree_level":["masters"],"thesis:degree_name":["Master of Science (MS)"],"thesis:institution_name":["Ohio University"]},"updated_at":"2026-07-24T03:35:52Z"}