Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics, and External Markets

Thatcher, Jason Bennett; Stepina, Lee P.; Boyle, Randall J.

doi:10.1080/07421222.2002.11045736

Cited by 172 publications

(53 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Indeed, turnover among IT workers is relatively expensive and the pressure to find, retain, and motivate these workers is nearly constant (Computer Economics, 2008; Raghuram, 2011). Research on IT workers seems to support the general premise of Herzberg’s (1974) hygiene factors: competitive pay and the availability of job alternatives seem to influence turnover intentions differently than job satisfaction, perceived task significance, and organizational commitment (Thatcher, Sepina, & Boyle, 2002). Specifically, Thatcher et al (2002) found that the perception of competitive pay was only weakly related to job satisfaction, and perceived job alternatives had no effect on organizational commitment.…”

Section: Organizational Identification: Definition and Importancementioning

confidence: 99%

“…Research on IT workers seems to support the general premise of Herzberg’s (1974) hygiene factors: competitive pay and the availability of job alternatives seem to influence turnover intentions differently than job satisfaction, perceived task significance, and organizational commitment (Thatcher, Sepina, & Boyle, 2002). Specifically, Thatcher et al (2002) found that the perception of competitive pay was only weakly related to job satisfaction, and perceived job alternatives had no effect on organizational commitment. Instead, job satisfaction and perceived task significance showed significant, positive, and direct associations with organizational commitment.…”

Section: Organizational Identification: Definition and Importancementioning

confidence: 99%

See 1 more Smart Citation

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

Atouba

Carlson

Lammers

2016

International Journal of Business Communication

View full text Add to dashboard Cite

This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.

show abstract

Section: Organizational Identification: Definition and Importancementioning

confidence: 99%

Section: Organizational Identification: Definition and Importancementioning

confidence: 99%

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

Atouba

Carlson

Lammers

2016

International Journal of Business Communication

View full text Add to dashboard Cite

show abstract

“…Viswanathan, Srinivasarao & Khan (2017) found that the factors -health care, communication, management policies, education and training which the workers give more importance and make them comfortable for a long stay in the construction companies. Thatcher, Stepina & Boyle (2002) claimed that employees with good working condition providing sufficient facilities such as proper lighting, furniture, clean restrooms, and other health and safety provisions suitable to will stay for long in such companies. Young (1991) observed that the reasons for key personnel professional in the construction industry to change their jobs dependent upon the occupational background, management and organization culture.…”

Section: Introductionmentioning

confidence: 99%

Examining Turnover Issue in the Construction Companies of Oman: Employees’ Perspective

Al-Sadi

Khan

2018

HSSR

View full text Add to dashboard Cite

Purpose: The objectives of the study were to analyze the Work Environment of Construction Companies leading to turnover;to critically investigate the company culture, salary and the benefit factors, and the company policy & the related components causing a turnover problem in the Construction Companies of Oman.Design/methodology/approach: The data was collected from 217 employees who were actively involved in the construction work of the companies from the Government Sector, Oil Sector,and Housing Sector and were selected on a random sampling basis. Findings:The results of the study reveal that the employees prefer environment wherein they need the freedom to work, speak and act. The study also reveals that the company policies should be clear and proper guidance should be given by HR department on job progression and training. It is also revealed that the Salary and after service benefits should be attractive along with better service compensation. Research limitations/Implications:The study implies that the employees should be given a free environment, Attractive Salary and better service benefits.The present study covers the population from the selected largest construction companies of Oman,anda wide range of study will give us a clearerpicture. Social implications:The study suggeststhe management should act wisely in handling the workers employed below them as the human resources can do a lot for their organizations. Further, the company policies should be crystal clear,and employee benefits and perquisites should be made at par with that of the niche market.Originality/Value: Only a very few have examined the causes for the turnover issue in the construction companies of Oman, and it is a first-hand study of its kind,and the results will be useful to the stakeholders.

show abstract

“…Therefore, the total amount of employee whose job-state transfer to ω' can be calculated as (16), and N t+1 ω' is the amount of employee on state ω' at the beginning of next year. In (17), it should be noted that ∈Ξ denotes an accessible process, e.g. ω∈Ξω', ω ω'.…”

Section: Conditional Calculation Of State-transitionmentioning

confidence: 99%

“…Afterwards, researchers start to find the connection of turnover intention with turnover behavior [16][17][18], and the result suggests that the longer the elapsed time between the measurements of intention and behavior, the lower is the correlation [19].…”

Section: Introductionmentioning

confidence: 99%

Employee Turnover Prediction Based on State-transition and Semi-Markov- A Case Study of Chinese State-owned Enterprise

Fang

Wang

et al. 2017

ITM Web Conf.

View full text Add to dashboard Cite

Abstract:As a main direction of Human Resource Management, employee turnover can provide decision support for managers. In this paper, we aim at predicting the turnover amount of employee on condition of different variable values. The properties of employee and job position are formulated as two variables, where the value of variable varies according to the the state of properties. Additionally, state-transition model is applied to describing employee's job-state as well as the turnover type. Subsequently, we proposed a semiMarkov model to calculate the conditional turnover amount of employee. Then, we provide a dataset of employee records to illustrate how these models work in reality. Finally, it is proven that the proposed method in this paper is with great significance for managers to develop recruitment plans, promote rules, and retire regulations

show abstract

Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics, and External Markets

Cited by 172 publications

References 36 publications

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

Examining Turnover Issue in the Construction Companies of Oman: Employees’ Perspective

Employee Turnover Prediction Based on State-transition and Semi-Markov- A Case Study of Chinese State-owned Enterprise

Contact Info

Product

Resources

About