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TitlePersonality and Work Situational Predictors of Exit, Voice, Loyalty, and Neglect
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LanguageEnglish
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                            University of Tennessee, Knoxville
Trace: Tennessee Research and Creative Exchange
	5-2004
Personality and Work Situational Predictors of Exit, Voice, Loyalty, and Neglect: An Interactionist Perspective
	Michelle Lynne Roberts
		Recommended Citation
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Page 1

University of Tennessee, Knoxville
Trace: Tennessee Research and Creative
Exchange

Doctoral Dissertations Graduate School

5-2004

Personality and Work Situational Predictors of Exit,
Voice, Loyalty, and Neglect: An Interactionist
Perspective
Michelle Lynne Roberts
University of Tennessee, Knoxville

This Dissertation is brought to you for free and open access by the Graduate School at Trace: Tennessee Research and Creative Exchange. It has been
accepted for inclusion in Doctoral Dissertations by an authorized administrator of Trace: Tennessee Research and Creative Exchange. For more
information, please contact [email protected]

Recommended Citation
Roberts, Michelle Lynne, "Personality and Work Situational Predictors of Exit, Voice, Loyalty, and Neglect: An Interactionist
Perspective. " PhD diss., University of Tennessee, 2004.
https://trace.tennessee.edu/utk_graddiss/4726

https://trace.tennessee.edu
https://trace.tennessee.edu
https://trace.tennessee.edu/utk_graddiss
https://trace.tennessee.edu/utk-grad
mailto:[email protected]

Page 2

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Page 51

Reversed items were converted for scoring. Cronbach alpha for the current study was

.86.

Proactive Personality (PROAC). Proactive personality was measured using the

17-item Proactive Personality Scale (Bateman et al., 1993). Participants rated agreement

with each item on a 7-point Likert scale ranging from "Strongly disagree" to "Strongly

agree" ( e.g., "Wherever I have been, I have been a powerful force for constructive

change"). Reverse items were converted for scoring and the higher the total score, the

stronger the proactive personality. Bateman et al. (1993) reported Cronbach alphas

across three samples ranging from .87 to .89 and test-retest reliability was .72 over a

three-month period. Roberts & Ladd (2003) reported a Cronbach alpha of .90.

Furthermore, proactive personality has demonstrated criterion validity with several

organizational variables including job perfo1mance (Crant, 1995), career success (Seibert,

Crant, & Kraimer, 1999), leadership (Crant & Bateman, 2000), and organizational

innovation (Parker, 1998). Cronbach alpha for the current study was .90.

EVLN Model Dependent Measure

EVLN Model Measure. Items representing the categories of exit, aggressive

voice, considerate voice, loyalty, and neglect were selected from previous EVLN model

scales proposed by Rusbult et al. (1988) and Hagedoom et al. ( 1999). Items from these

two studies were included in order to maximize the possibility of selecting valid and

reliable items. The measure consisted of a total of 42 items, each of which was measured

on a 7-point Likert scale going from "Definitely would not react in this way" to

"Definitely would react in this way". Exit was comp1ised of 4 items from Rusbult et al.

(1988) and 6 items from Hagedoom et al. (1999) (e.g., "I would think about quitting my

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job"). Considerate voice was comprised of 1 1 items from Hagedoorn's et al. ( 1 999)

study (e.g., "Together with my supervisor, explore each other's opinions until the

problems are solved"). Aggressive voice was comprised of 5 items from Hagedoorn's et

al. ( 1 999) study ( e.g., "I would deliberately make the problem sound more problematic

than it really is"). Loyalty consisted of 4 items from Rusbult et al. ( 1 988) and 5 items

from Hagedoorn et al. ( 1 999) ( e.g., "I would have faith that something like this would be

taken care of by the organization without my contributing to the problem-solving

process"). Finally, Neglect was measured using the 5 item scale from Rusbult et al.

( 1 988). Higher scores represent higher intentions to perform each category of behaviors.

Previous research has demonstrated that the EVLN measure has adequate criterion­

related validity as well as convergent and discriminant validity ( e.g., Farrell & Rusbult,

1 992; Farrell, 1 983). Cronbach alphas for the current study were .92 for considerate

voice, .52 for aggressive voice, .79 for loyalty, .90 for exit, and .75 for neglect. The

Cronbach alpha for the aggressive voice subscale was lower than desired, however, this

measure has demonstrated strong reliability in the past and is still relatively new

(Hagedoom et al., 1 999). Therefore, it was retained in all subsequent analyses.

Procedures

Participants from the organizational sample were emailed a web link for the on­

line survey. The survey was operated by the University of Tennessee's Office of

Information Technology. Participants were prompted to read an informed consent form

before beginning the survey and were assured that individual responses were completely

confidential. Once the survey was completed, each participant was asked to "Submit

their answers" and the data was stored in an SPSS file.

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Michelle is currently employed as a Career Development Consultant for Lowe's

Companies Inc. located at the headquarters in Mooresville, NC. Her work involves

targeting areas of employee development, the creation of succession planning career

paths, executive coaching and mentoring, and the design of Assessment Centers. In her

free time, she enjoys playing golf and tennis, gardening, spending time with her family,

and watching SEC sports.

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11/03/04

RB

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