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SELF-ESTEEM AND EMPLOYMENT OUTCOMES: VOLUNTARY TURNOVER AMONG HIGH SELF-ESTEEM EMPLOYEES AND ELEVATED DISMISSAL RISK FOR MODERATE SELF-ESTEEM WORKERS
Abstract
This study investigates the relationship between self-esteem and employment transitions, focusing on voluntary turnover and involuntary dismissals. Utilizing a quantitative methodology, data were collected via Computer-Assisted Telephone Interviewing (CATI) between August and September 2024 (N = 1,400), targeting job advertisement respondents across Poland’s 15 largest cities, from which n-242 subjects fully participated in the study. Self-esteem was measured using the Rosenberg Self-Esteem Scale (SES), Polish adaptation by Dzwonkowska et al. These findings suggest that high self-esteem individuals (H2) are more inclined to actively seek change in response to dissatisfaction or value incongruence, whereas low and moderate self-esteem individuals may exhibit inertia in adverse work contexts. Although Hypothesis 1 was not supported, the results indicated that individuals with moderate self-esteem constituted the largest proportion among the dismissed employees. From an organizational perspective, the findings underscore the dual role of high self-esteem as both an asset and a retention challenge. Additionally, they highlight the relevance of psychological profiling in HR decision-making, particularly in contexts of turnover risk and employee development strategies. The study contributes to the growing literature on psychological determinants of employment dynamics.
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