This study examined individuals' tendencies to migrate from one organization to another (i.e., the propensity to switch employers). Previous researchers have suggested that switching organizations throughout the career span may be partially heritable and therefore related to individual differences in personality traits. If personality traits are indeed related to a tendency to turnover from organizations, this suggests that current procedures for calculating utility may be inaccurate. Using a database of 1081 individuals who have been in the workforce for several years, results indicated that personality traits measured by the Occupational Personality Questionnaire (non-ipsative; OPQn) were modestly related to organization switching (i.e., repeated moves from organization to organization). We found that higher scores on extraversion, openness to experience, and conscientiousness-related traits were modestly correlated with more frequent organization switching. However, we demonstrate that these modest relationships can produce large inaccuracies in utility estimates.