Openness to experience is one of the least useful personality predictors in the workplace. The present study tested the notion that openness to experience would be a more effective predictor of tenure and turnover intention if openness to experience was separated into two sub-factors. We used a total sample size of, N = 96, participants, which was analyzed both as a whole and separately, segmented by students (n = 51) and working adults (n = 45).
The present study was unable to show that the sub-factors of openness to experience were more effective predictors of turnover intention and tenure. Implications of the evidence in the present study are discussed with the conclusion that openness to experience, at the factor and the sub-factor levels, is a weak predictor in the workplace.
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|School Location:||United States -- Illinois|
|Source:||MAI 54/04M(E), Masters Abstracts International|
|Subjects:||Occupational psychology, Personality psychology|
|Keywords:||Big five, Facet, Factor, Openness to experience, Tenure, Turnover intention|
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