Exhaustion from Information System Career Experience:  Implications for Turn-Away Intention

Armstrong, Deborah J.; Brooks, Nita; Riemenschneider, Cynthia K.

doi:10.25300/misq/2015/39.3.10

Cited by 68 publications

(85 citation statements)

References 98 publications

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“…This study applies the seven-point Likert Scale because it provides more widely spread scale values compared to five-point Likert Scale and thus reduces the possibility of respondent's bias, by just selecting a neutral value (Dwivedi, Papazafeiropoulou, Brinkman & Lal, 2010). In fact, the seven-point Likert Scale has also been applied by many prominent researchers in the IS discipline (Agarwal & Prasad, 1997;Armstrong, Brooks & Riemenschneider, 2015;Bhattacherjee, 2001, Seddon & Kiew, 1996Venkatesh, Thong & Xu, 2012).…”

Section: Quantitativementioning

confidence: 99%

Teachers’ intention to continue using virtual learning environment (VLE): Malaysian context

Awang

Aji

Aslamiah

et al. 2018

J. Technol. Sci. Educ.

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Malaysian teachers have been using Virtual Learning Environment (VLE) technology in their instructional activities since it was introduced by the Ministry of Education in 2012. This study aimed to measure Malaysian teachers’ level of intention to continue using VLE technology and investigate factors influencing teachers’ decision to keep using VLE into teaching and learning process. Implementing sequential explanatory design, we addressed 850 questionnaires and conducted interview with 10 teachers. After data screening procedure, only 643 questionnaires were usable and measurable in the data analysis. Fifty-one teachers answered the open ended question included in the questionnaire. We further asked questions adapted from the data analysis of the questionnaires to ten teachers. The results of the study informed that the overall mean score of teachers’ intention to continue using VLE is 4.21. This mean score indicated that the intention to continue using VLE technology among the Malaysian teachers is at the moderate level. Despite this, the percentage of the teachers with high intention to use VLE whenever they have access is higher than those with the low intention. Qualitatively, accessibility factor was the main factor experienced by the participants of this study reducing the VLE integration into teaching. Further investigation is necessary to study the factors and suitable planning and policy that contribute to the intention to continue using VLE among Malaysian teachers.

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Section: Quantitativementioning

confidence: 99%

Teachers’ intention to continue using virtual learning environment (VLE): Malaysian context

Awang

Aji

Aslamiah

et al. 2018

J. Technol. Sci. Educ.

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“…The identified technology‐related factors have been researched generally within the work context with the omission of the technology aspect. We argue that these technology‐related factors are key to organisational functioning especially within the digital economy (Armstrong et al, ; Carlson et al, ).…”

Section: Introductionmentioning

confidence: 99%

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

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The purpose of this article is to investigate the influence of technology-related factors on the turnover intentions of a sample of government employees in South Africa. Technology-related factors, as argued in the literature, consist of (a) technology-based job autonomy, (b) technology-based job overload and (c) technology-based job monitoring. The backdrop of this study is twofold. First, technology is argued as a central feature to work especially amongst employees in the digital age. Second, the rate at which employees leave their jobs appears to be on the increase, especially within the South African public service. These two factors provide the impetus to our focus on studying turnover intentions. Using a sample of 186 government employees in the Eastern Cape Province of South Africa, a selfadministered questionnaire was deployed. The findings revealed that when employees experience technology-based job autonomy this did not necessarily result in them having the intention to leave their work. Further, the findings also indicate and show support to the model being tested in that technology factors like: (a) technology-based job overload and (b) technology-based monitoring influence employee intentions to leave their work. Based on the findings of the research, recommendations and implications concerning theory and practice are made. K E Y W O R D S government, public service, South Africa, technology, turnover intentions, work

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“…Role-related stress is of growing concern because it has significant economic implications for the national ICT sector. Role-related stress can lead to strain on emotional and physical health of IT personnel, work exhaustion, depersonalisation, job dissatisfaction, career switching and consequently a decline in productivity in the national ICT sector (Armstrong, Brooks & Riemenschneider, 2015). More specifically, the withdrawal behaviours of stressed IT personnel are also costly to organisations in terms of tardiness, rework, workdays lost, lateness, increased absenteeism, retirement and health costs (Jamal, 1984).…”

Section: Introductionmentioning

confidence: 99%

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

Naidoo

2018

SA j. hum. resour. manag.

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Orientation: High turnover of information technology (IT) personnel is a major problem facing many global and local organisations. An increasingly important area of turnover research of IT personnel experiencing role stress involves examining their perceptions of supervisor support.Research purpose: This study aimed to examine the effects of role-related stress and supervisor support on job satisfaction, job performance and IT turnover intentions.Motivations for the study: It is important to assess from both a theoretical and a practical perspective the extent to which turnover can be explained by relational factors such as supervisor support.Research design, approach and method: An online voluntary survey yielded a sample of 163 respondents. Six constructs were measured: turnover intention, job performance, job satisfaction, supervisor support, role ambiguity and role conflict. A total of 158 usable responses were subjected to descriptive, correlation and regression analysis. Mediation and moderation effects were assessed using a multiple regression bootstrapping procedure.Main findings: Role ambiguity has a greater impact on job satisfaction than role conflict. Job satisfaction fully mediated the relationship between role stress and turnover intention. Supervisor support mediated the relationship between role stressors and job satisfaction and role stressors and job performance. There was no evidence in favour of a moderating role of supervisor support.Practical and managerial implications: Higher priority should be given to tackling role ambiguity. Supervisor support can increase job satisfaction, improve job performance and ultimately reduce turnover intentions, despite the presence of role stress.Contribution or value-add: Human resource managers and IT managers could use these results to improve job performance and staff retention.

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Exhaustion from Information System Career Experience: Implications for Turn-Away Intention

Cited by 68 publications

References 98 publications

Teachers’ intention to continue using virtual learning environment (VLE): Malaysian context

Teachers’ intention to continue using virtual learning environment (VLE): Malaysian context

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

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