The Moderating Role of Agreeableness and Conscientiousness on the Relationships Between Burnout and Withdrawal Behaviors
Master of Science (MS)
Absenteeism, Burnout, Lateness, Personality, Turnover Intentions, Withdrawal Behaviors
Psychology; Personality psychology
It has been shown that employees who experience burnout are more likely to engage in withdrawal behaviors, which are behaviors that harm the morale of employees and the bottom line of an organization. There has been some research on the moderating effect of situational variables (e.g., leadership style) on the relationship between burnout and withdrawal behaviors, but there is a lack of research on how personal characteristics may play a role in such relationships. The purpose of this study was to examine the moderating role of agreeableness and conscientiousness on the relationship between burnout and three withdrawal behaviors: lateness, absenteeism, and turnover intentions. A total of 159 individuals participated in an online survey. Results showed that the two personality traits did not play a moderating role in these relationships. However, conscientiousness was negatively related to burnout, lateness, and absenteeism, and burnout was positively related to lateness and turnover intentions. Based on these results, it is suggested that organizations should hire conscientious individuals and/or develop conscientiousness in employees because they may be more resistant to burnout, lateness, and absenteeism. Additionally, organizations may find it beneficial to invest in multi-pronged wellness initiatives that address underlying cultural issues paired with education and incentives to help employees cope with burnout and thus help reduce the rates of withdrawal behaviors due to burnout.
Samee, Nikoo, "The Moderating Role of Agreeableness and Conscientiousness on the Relationships Between Burnout and Withdrawal Behaviors" (2020). Master's Theses. 5134.