Objective - This paper examines the role of technostress in the relationship between personality traits and employee turnover intentions. This study aims to fill a gap in the HR literature by exploring how technostress moderates this relationship.

Methodology/Technique - This study employs a quantitative research method. A survey was distributed through online platforms such as LinkedIn, Instagram, and WhatsApp, and was completed by 299 participants. The data collected was analyzed to determine the relationships between personality traits, technostress, and employee turnover intentions.

Findings - The study's results indicate a negative relationship between personality traits and employee turnover intentions. Furthermore, the findings suggest that technostress partially moderates the relationship between some personality traits and turnover intentions. Specifically, technostress does not fully moderate this relationship; its impact varies depending on the specific personality trait.

Implications - The study provides valuable insights for managers and Human Resource Specialists about the consequences of technostress and its varying impacts based on different personality traits. This understanding can help in developing targeted strategies to manage technostress and reduce turnover intentions.

Originality - This research introduces technostress as a crucial factor in HR literature, highlighting its role in the dynamics between personality traits and employee turnover intentions. The study offers a novel perspective by focusing on a Middle Eastern sample, thus broadening the geographical scope of existing research.

Type of Paper - Empirical

Keywords: Personality Traits, Employee Turnover Intentions, Technostress, information, and communication technologies (ICTs).

JEL Classification: J24, J63, M54.

URI: http://gatrenterprise.com/GATRJournals/JMMR/vol9.3_1.html

DOI: https://doi.org/10.35609/jmmr.2024.9.3(1)

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