Voluntary turnover prediction: comparing the utility of implicit and explicit personality measures

Abstract

Because of the outcomes associated with employee turnover, few areas have been researched as extensively in the field of Industrial/Organizational Psychology (Cotton&Tuttle, 1986). Correlates and consequences of employee turnover have been widely examined, though less expansive research has been dedicated to identifying (and potentially screening) turnover prone candidates. To address this concern, the comparative utility of three personality measures for predicting voluntary turnover in law enforcement was assessed. Self-report predictor measures consisted of the Minnesota Multiphasic Personality Inventory-2, the most widely used instrument in this industry, and the Personality Research Form-E. The implicit personality measure for this investigation was the Conditional Reasoning Test for Aggression (James, 1998). In line with previous research (e.g., Hough, 1998), self-report job applicant scores indicated a defensive or self-presentation bias, whereas the CRT-A did not. Normative and comparative data for all predictor measures are presented to further knowledge for the researcher and practitioner. The importance of context, in this case the influence of the economy on attrition rates, is also discussed.