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The Moderating Effect of Technostress on the Relationship between Personality Traits and Employee Turnover Intentions

Author

Listed:
  • Myriam Ghosn

    (Lebanese American University, Kraytem, 13-5053, Beirut, Lebanon Author-2-Name: Lara Moukalled Author-2-Workplace-Name: "Lebanese American University, Kraytem Beirut Lebanon " Author-3-Name: Dr. Silva Karloulian Author-3-Workplace-Name: "Lebanese American University, Kraytem, 13-5053, Beirut, Lebanon " Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)

Abstract

" Objective - This paper examines the role of technostress in the relationship between personality traits and employee turnover intentions. This study aims to fill a gap in the HR literature by exploring how technostress moderates this relationship. Methodology/Technique - This study employs a quantitative research method. A survey was distributed through online platforms such as LinkedIn, Instagram, and WhatsApp, and was completed by 299 participants. The data collected was analyzed to determine the relationships between personality traits, technostress, and employee turnover intentions. Findings - The study's results indicate a negative relationship between personality traits and employee turnover intentions. Furthermore, the findings suggest that technostress partially moderates the relationship between some personality traits and turnover intentions. Specifically, technostress does not fully moderate this relationship; its impact varies depending on the specific personality trait. Implications - The study provides valuable insights for managers and Human Resource Specialists about the consequences of technostress and its varying impacts based on different personality traits. This understanding can help in developing targeted strategies to manage technostress and reduce turnover intentions. Originality - This research introduces technostress as a crucial factor in HR literature, highlighting its role in the dynamics between personality traits and employee turnover intentions. The study offers a novel perspective by focusing on a Middle Eastern sample, thus broadening the geographical scope of existing research. Type of Paper - Empirical"

Suggested Citation

  • Myriam Ghosn, 2024. "The Moderating Effect of Technostress on the Relationship between Personality Traits and Employee Turnover Intentions," GATR Journals jmmr335, Global Academy of Training and Research (GATR) Enterprise.
    • Handle: RePEc:gtr:gatrjs:jmmr335
    DOI: https://doi.org/10.35609/jmmr.2024.9.3(1)
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    References listed on IDEAS

    as
    1. Christiane Nieß & Hannes Zacher, 2015. "Openness to Experience as a Predictor and Outcome of Upward Job Changes into Managerial and Professional Positions," PLOS ONE, Public Library of Science, vol. 10(6), pages 1-22, June.
    2. repec:hal:gemptp:hal-01249895 is not listed on IDEAS
    3. Christian Maier & Sven Laumer & Jakob Wirth & Tim Weitzel, 2019. "Technostress and the hierarchical levels of personality: a two-wave study with multiple data samples," European Journal of Information Systems, Taylor & Francis Journals, vol. 28(5), pages 496-522, September.
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    More about this item

    Keywords

    Personality Traits; Employee Turnover Intentions; Technostress; information; and communication technologies (ICTs).;
    All these keywords.

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J63 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Turnover; Vacancies; Layoffs
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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