Publication Date

June 1990


This paper re-examines data originally reported by Cowan & Dreher (1983) in their examination of personality correlates of turnover among managerial, professional, and technical employees. It is intended to reframe the relationship between personality and turnover in light of recent attention on the attraction-selection-attrition hypothesis and to make the results of the original study more accessable to those studying these issues. Results show no relationship between homogeneity based on personality dimensions measured by the Guilford-Zimmerman Temperament Survey (GZTS) and attrition from the organization. Therefore, no support can be offered for the homogeneity hypothesis. Based on these and other failures to find significant relationships between personality dimensions and homogeneity, we suggest that future research about the causes and effects of homogeneity should be based on research that delineates the domain of organizational fit.


Suggested Citation
Bretz, R. D., Jr., & Dreher, G. F (1990). Reframing turnover/personality research in the context of the attraction-selection-attrition hypothesis (CAHRS Working Paper #90-13). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.