Influence of talents personal charactersitics on their voluntary turnover

Despite the growing interest in talent management issues, there is still no consensus in the literature regarding the characteristics and features of talented employees work behavior. One of the approaches stands out as an objective view postulating that there are a set of personal characteristics, which determine an employee as a talented one and influence their labor behavior. This research attempts to identify a list of these personal characteristics and assess their impact on work behavior. The list of characteristics incorporates personality dimensions contained in the Big Five model. As a form of labor behavior is voluntary resignation. The research empirical base is the data on the talent management program at Sheremetyevo International Airport. We constructed econometric probit model, where the fact that a talented employee voluntarily quit during the first year of employment was used as an explanatory variable. The focus on resignations in the first year is related to an attempt to reduce the influence of factors that form sustainable attitudes towards job characteristics — satisfaction and loyalty to the organization. The set of independent variables is represented by organizational and socio-demographic characteristics in addition to personal characteristics. The results confirmed the hypotheses on the influence of higher values of openness to experience, conscientiousness, neuroticism, and extraversion, regardless of the organizational context, on the probability of voluntary turnover. The findings provide an empirical assessment of the objective approach to talent in the Russian labor market and can be used for verification in other corporate contexts or while trying to assess their sustainability with a longer work experience. In practical terms, the findings can be used to develop personalized talent management practices in Russian companies.

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