Which reduces IT turnover intention the most: Workplace characteristics or job characteristics?

McKnight, D. Harrison; Phillips, Brandis; Hardgrave, Bill C.

doi:10.1016/j.im.2009.01.002

Cited by 124 publications

(133 citation statements)

References 10 publications

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“…Task identity, task significance, skill variety, autonomy and feedback are intrinsically motivating job characteristics (McKnight, Phillips & Hardgrave, 2009;Payne, Fineman & Wall, 1976) that produce positive outcomes such as job satisfaction and job performance. However, roles can also be costly when employees are not able to perform them as expected.…”

Section: Role Stressors and Job Performancementioning

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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Section: Role Stressors and Job Performancementioning

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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“…feedback from agents) which are a foundation in the development of Job Characteristics Model (JCM). Job feedback (i.e., the degree to which supervisors/managers communicate with their subordinates about their performance; McKnight et al, 2009), as one of five components of Job Characteristics Model (JCM), has been tested by some empirical studies as an antecedent of turnover intention. For instance, Spector and Jex (1991) found negative significant association between feedback, as a component of JCM, and the employees' intention to leave the organization.…”

Section: Personal Feedbackmentioning

confidence: 99%

A Dimensional Analysis of the Relationship between Communication Satisfaction and Turnover Intention: The Mediating Role of Organizational Commitment

Mustamil¹,

Yazdi²,

Syeh³

et al. 2014

IJBM

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By taking into consideration the significant increase in turnover rate in the recent years, we aimed to expand our understanding of the factors influencing employees' decision to leave the organization and consequently to provide managers and Human Resource Development (HRD) practitioners with more information to better manage employees' undesirable turnover. Thus, the relationship between the theoretically related communication satisfaction's dimensions and turnover intention was analyzed. A sample of 181 employees working in 11 industries of all three economic sectors was selected for the analysis. Among the five tested dimensions, personal feedback, supervisory communication, and communication climate were found to be significantly related to turnover intention. Unexpectedly, organizational integration and co-workers communication were not significantly related to turnover intention. Additionally, the relationship between supervisory communication and turnover intention was found to be partially mediated by the employees' affective commitment. Therefore, by keeping employees well-informed about their performance, facilitating the flow of upward and downward communication between employees and their supervisors, and finally by improving communication climate in the organization, managers will have better chance in preventing employees' voluntary turnovers.

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“…al. [24] studied in 2009 the factor that reduces IT turnover intention the most, the job characteristics or the workplace characteristics. They found that workplace characteristics out-predicted job characteristics.…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

Statistical Model Representing Workers Turnover Problem in Third Developing Countries: Jordanian Industrial Sector

Jadayil¹,

Mohsen²,

Al–Bashir³

2013

ijhrs

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Jordan as one example of Middle Eastern countries suffers from the problem of workers turnover. This paper analyzed this issue numerically and by building a statistical model to find out the main reasons causing this problem as a first step towards the right solution. Five main categories for workers turnover were studied and investigated. The salary, the working environment, the helpfulness and corporation of the management, the worker psychological state and relationships with surrounding environment, and the services provided by the employer to the employee. Statistical analysis of the results showed that the main reason for turnover in industrial cities is the salary.

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Which reduces IT turnover intention the most: Workplace characteristics or job characteristics?

Cited by 124 publications

References 10 publications

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

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

A Dimensional Analysis of the Relationship between Communication Satisfaction and Turnover Intention: The Mediating Role of Organizational Commitment

Statistical Model Representing Workers Turnover Problem in Third Developing Countries: Jordanian Industrial Sector

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