Although a great deal of research has examined supra-individual level moderators of the job performance-turnover relationship, research on individual-level moderators such as relevant employee personality traits is limited. In the current study, we examine how emotional stability moderates the job performance-voluntary turnover relationship at different levels of job performance by analyzing multi-wave time-lagged data collected over a five-year period. Results indicate that the relationship between job performance ratings and voluntary turnover at the lower end of job performance is less negative (flatter) among emotionally stable (vs. neurotic) employees. The job performance-turnover relationship at the higher end of job performance is almost flat (close to zero) among emotionally stable employees yet somewhat positive for neurotic employees. This study suggests that emotionally stable (vs. neurotic) employees, regardless of their job performance level, are more likely to stay, thus highlighting the important role of emotional stability in obtaining workforce stability. We discuss the theoretical and practical implications of these results, along with study limitations and future research directions.

中文翻译：

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风暴中的任何港口：情绪稳定是工作绩效与自愿离职关系的稳定剂

尽管大量研究考察了工作绩效与流动率关系的超个人层面调节因素，但对相关员工人格特质等个人层面调节因素的研究仍然有限。在当前的研究中，我们通过分析五年内收集的多波时滞数据，研究情绪稳定性如何调节不同工作绩效水平下的工作绩效与自愿离职关系。结果表明，在情绪稳定（与神经质）的员工中，工作绩效评级与工作绩效低端的自愿离职之间的关系不太负面（更平坦）。在情绪稳定的员工中，工作绩效高端的工作绩效与流动率关系几乎持平（接近于零），但对于神经质的员工来说则有些积极。这项研究表明，情绪稳定（与神经质）的员工，无论其工作绩效水平如何，都更有可能留下来，从而凸显了情绪稳定在获得劳动力稳定性方面的重要作用。我们讨论这些结果的理论和实践意义，以及研究的局限性和未来的研究方向。