Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model.

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality's role in perceived organisational support and intention to quit are discussed

Correlations Between CBI work-related Burnout and the 11 HDS Dark Side Traits.

<p>Correlations Between CBI work-related Burnout and the 11 HDS Dark Side Traits.</p

Regression of age, gender, HDS dark side, and POS as predictors of ITQ.

<p>Regression of age, gender, HDS dark side, and POS as predictors of ITQ.</p

Principle Axis Factoring (with Direct Oblimin Rotation) of the 14 RS-14 items.

<p>Principle Axis Factoring (with Direct Oblimin Rotation) of the 14 RS-14 items.</p

Regression of age, gender, and HDS dark side as predictors of POS.

<p>Regression of age, gender, and HDS dark side as predictors of POS.</p

Correlations between the 11 HDS traits, POS, and ITQ.

<p>Correlations between the 11 HDS traits, POS, and ITQ.</p