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Knowledge Workers Mobility in Innovative Organizations: The Role of Individual Differences

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  • Mahmoud Ibrahim Fallatah

Abstract

The paper extends previous research on knowledge workers mobility by proposing that knowledge workers in innovative organizations have lower rates of mobility than those in other organizations. Further, I suggest that the extent to which knowledge workers in innovative organizations remain at their jobs depends on the personality of each worker. Drawing from the Big-Five model, I argue that knowledge workers who score high on extroversion and openness to experience are less likely to leave innovative organizations, whereas those who score high in agreeableness, conscientiousness, and neuroticism are more likely to leave such organizations. The paper offers some practical implications as well as some ideas for future research.

Suggested Citation

  • Mahmoud Ibrahim Fallatah, 2021. "Knowledge Workers Mobility in Innovative Organizations: The Role of Individual Differences," International Journal of Business and Management, Canadian Center of Science and Education, vol. 14(9), pages 1-23, July.
    • Handle: RePEc:ibn:ijbmjn:v:14:y:2021:i:9:p:23
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    References listed on IDEAS

    as
    1. Rafael A. Corredoira & Lori Rosenkopf, 2010. "Should auld acquaintance be forgot? the reverse transfer of knowledge through mobility ties," Strategic Management Journal, Wiley Blackwell, vol. 31(2), pages 159-181, February.
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    JEL classification:

    • R00 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General - - - General
    • Z0 - Other Special Topics - - General

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