Date of Award

Spring 2022

Document Type


Degree Name

Master of Science (MS)



Committee Chairperson

Vipanchi Mishra, Ph.D.

Committee Member

Megan Nolan, Ph.D.

Committee Member

V. Krishna Kumar, Ph.D.


Employee turnover continues to have severe monetary, time, performance, and human capital implications for organizations. Due to these implications, multiple areas of research have examined the possible predictors of employee turnover, such as personality factors and the narrow facets that comprise those factors. This study examines the facet-level scores of the conscientiousness and openness to experience factors as predictors of employee turnover using data from the ETS® WorkFORCE™ Assessment for Job Fit (Naemi et al., 2014), an assessment based on the Five Factor Model (FMM) of personality. Survival analysis techniques were used in addition to logistic regression analysis when examining predictors. Results indicated that personality facets did not significantly predict employee turnover. However, survival analysis results indicated that the majority of turnover for the manufacturing company included in this study occurred within the first two months, suggesting a critical time frame for retaining employees. Study limitations, implications for employee retention, and directions for future research are discussed.