TY - JOUR
T1 - Turnover Intention of Technology Professionals
T2 - A Social Exchange Theory Perspective
AU - Harden, Gina
AU - Boakye, Kwabena G.
AU - Ryan, Sherry
N1 - Publisher Copyright:
© 2018, © 2018 International Association for Computer Information Systems.
PY - 2018/10/2
Y1 - 2018/10/2
N2 - Retaining skilled professionals is a critical concern for organizations because employee turnover can affect the quality of service provided by the organization and create considerable expense. Using a framework of social exchange theory, this study develops a model to investigate the interrelationships between turnover intentions, organizational commitment, and constructs of particular importance to information technology (IT) professionals. Field survey data from a large US federal agency empirically test these associations. The results confirm that IT professionals’ perceptions of their skill obsolescence, work overload, and the fairness of the rewards they receive directly influence their organizational commitment. Furthermore, their organizational commitment, perceived work overload, and fairness of rewards significantly affect turnover intention. Employees’ commitment toward the organization is an essential mediator between the perception that their skills are becoming obsolete and intention to leave the organization. Implications of these results for literature and practice are discussed.
AB - Retaining skilled professionals is a critical concern for organizations because employee turnover can affect the quality of service provided by the organization and create considerable expense. Using a framework of social exchange theory, this study develops a model to investigate the interrelationships between turnover intentions, organizational commitment, and constructs of particular importance to information technology (IT) professionals. Field survey data from a large US federal agency empirically test these associations. The results confirm that IT professionals’ perceptions of their skill obsolescence, work overload, and the fairness of the rewards they receive directly influence their organizational commitment. Furthermore, their organizational commitment, perceived work overload, and fairness of rewards significantly affect turnover intention. Employees’ commitment toward the organization is an essential mediator between the perception that their skills are becoming obsolete and intention to leave the organization. Implications of these results for literature and practice are discussed.
KW - Organizational commitment
KW - skills obsolescence
KW - technology professional
KW - turnover intention
UR - http://www.scopus.com/inward/record.url?scp=85029675654&partnerID=8YFLogxK
U2 - 10.1080/08874417.2016.1236356
DO - 10.1080/08874417.2016.1236356
M3 - Article
AN - SCOPUS:85029675654
SN - 0887-4417
VL - 58
SP - 291
EP - 300
JO - Journal of Computer Information Systems
JF - Journal of Computer Information Systems
IS - 4
ER -