Testing and extending the unfolding model of voluntary turnover to it professionals

Niederman, Fred; Sumner, Mary; Maertz, Carl P.

doi:10.1002/hrm.20167

Cited by 75 publications

(78 citation statements)

References 37 publications

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“…Although employees have often been treated as a valued 'resource' or as 'human capital' (Niederman, Sumner, and Maertz, 2007;Shaw, 2011), they have not been studied as important stakeholders in their own right. This is surprising given that, as noted by McWilliams and Siegel (2001), employees are most affected by the business every day, are responsible for running it, and hence have the most stakes in it.…”

Section: Introductionmentioning

confidence: 99%

Leader beliefs and CSR for employees: the case of telework provision

Mayo

Gómez‐Mejía

Firfiray

et al. 2016

Leadership &Amp; Organization Development Journal

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A note on versions:The version presented here may differ from the published version or, version of record, if you wish to cite this item you are advised to consult the publisher's version. Please see the 'permanent WRAP url' above for details on accessing the published version and note that access may require a subscription. Purpose -This study aims to investigate the role of top leaders' beliefs in the importance of workfamily balance as a key determinant in explaining the adoption of social practices oriented toward internal stakeholders, focusing on home telework as one of these practices. Design/methodology/approach -A sample of 2,388 executive officers reported the senior leaders' belief favoring workfamily balance by completing a new scale developed for this purpose asking how much key decision-makers (1) were convinced of the value to employees of supportive familyfriendly HR practices, (2) modeled how to balance work and family life, and (3) felt a personal commitment to implement family-friendly practices. They also reported the firm´s provision of telework and organizational characteristics such as industry, multinational status and firm size. Findings -Regression analyses revealed that the firm's provision of telework is more pervasive when its top leaders believe in the importance of work-family balance, even after controlling for firm context (industry, geographical dispersion, and size). More importantly, we also find that managerial beliefs augment the positive effect of instrumental factors on the provision of home telework.

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Section: Introductionmentioning

confidence: 99%

Leader beliefs and CSR for employees: the case of telework provision

Mayo

Gómez‐Mejía

Firfiray

et al. 2016

Leadership &Amp; Organization Development Journal

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“…In the third study, Niederman et al, (2007) empirically evaluated the unfolding model in the context of IT personnel turnover. Using a sample of 124 employees who are alumni of the MIS programs at two Midwestern universities, they categorized the turnover episodes of these employees into the distinct paths described in the unfolding model.…”

Section: Articles That Apply the Unfolding Modelmentioning

confidence: 99%

The information technology workforce: A review and assessment of voluntary turnover research

2013

Inf Syst Front

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International audienceDespite the numerous studies on the topic of IT employee turnover and recommendations to organizations on how to retain their employees, the general turnover trend of IT professionals remains high. The need for further research on IT turnover has been called for by many, but much of the literature continues to conduct similar studies using the same constructs, and these studies find similar results. Now is the time to turn our research attention to directions that have been unexplored or less explored. Newer research directions for the IT turnover literature will provide insights for refining and easing the impact of turnover on organizations. As we embark on new research frontiers in the IT turnover phenomenon, a comprehensive review and assessment of the state of the literature may facilitate future research in building off of existing knowledge. This paper reviews and assesses the existing literature on the voluntary turnover of IT employees, identifies the areas where research has matured, and raises directions for future research that are less chartered

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“…Drawing from Lee and Mitchell's definition, a shock is "a particular jarring event that initiates the psychological analyses involved in quitting a job" 3 [33]. In the IT turnover literature, Niederman et al [34] report that 66% of the leavers (IT professionals) experienced a shock, revealing the importance of this construct. Consequently, the evolution of the relevant attributes can be the direct result of one or several shocks that cause an IT employee to reconsider his job (e.g.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

“…For example, research found that the construct of a shock, [4, p.451] is necessary for certain paths leading to IT personnel turnover, [34]; if this finding is replicated with IT entrepreneurs, this knowledge may lead IT entrepreneurs to (intentionally) provoke such a shock to occur. Moreover, by identifying trends in the evolution of their relevant factors, future IT entrepreneurs may be able to more clearly identify the subsequent steps which lead to actual turnover.…”

Section: Practical Implications Limitations and Future Researchmentioning

confidence: 99%

How and Why Do IT Entrepreneurs Leave Their Salaried Employment to Start a SME? A Mixed Methods Research Design

Mourmant

2009

IFIP Advances in Information and Communication Technology

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Abstract. This method paper addresses an untapped but important type of IT turnover: IT entrepreneurship. We seek to develop a mixed methods research (MMR) design to understand the factors and processes that influence turnover behavior of prospective (nascent) IT entrepreneurs. To do this, we review two prior streams of research: the entrepreneurship literature and IT employee turnover. We incorporate the results of this literature review into a conceptual framework describing how the relevant factors leading to entrepreneurial and turnover behavior change over time, either gradually or suddenly, in response to specific events. In addition, we also contribute to the research by arguing that mixed methods research (MMR) is appropriate to bridge the gap between entrepreneurial literature and the IT turnover literature. A third important contribution is the design of the MMR, combining a longitudinal approach with a retrospective approach; a qualitative with a quantitative approach and, the exploratory design with the triangulation design [1]. Finally, we discuss practical implications for IT managers and IT entrepreneurs.

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Testing and extending the unfolding model of voluntary turnover to it professionals

Cited by 75 publications

References 37 publications

Leader beliefs and CSR for employees: the case of telework provision

Leader beliefs and CSR for employees: the case of telework provision

The information technology workforce: A review and assessment of voluntary turnover research

How and Why Do IT Entrepreneurs Leave Their Salaried Employment to Start a SME? A Mixed Methods Research Design

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