ABSTRACT
This chapter examines the relationship between personality, work conditions, and turnover in the context of workplace exchange relationships. These relationships exist between employees and four organizational actors: supervisors, coworkers, the organization, and clients. Personality affects employees' perceptions of these resources, their evaluations of the reinforcement value of these exchange resources, and quitting behavior. The chapter considers the t-test and ordinary least squares (OLS) regression to examine how internals and externals perceive exchange resources. It also considers correlation analysis to examine the statistical association between exchange ideology and exchange resources, and between exchange ideology and LOC. The chapter illustrates job costs, rewards, and profit on exchange resources within four LOC groups to determine the reinforcement qualities of exchange resources. Finally, it employs logistic regression to model the effects of job profit, comparison level, alternative opportunity, LOC, and exchange ideology on the odds of quitting.
