Work Role Stressors and Turnover Intentions: A Study of It Personnel in South Korea**
Zeitschrift für Personalforschung › Band 22 Nr. 3, Juli 2008
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Zusammenfassung
This paper focuses on the relationship between work role stressors and job satisfaction, organizational commitment, and turnover intention among IT personnel. To collect data, the study cooperated with the IT SME/Venture Business Association in Korea. IT firms provided the names and addresses of IT personnel working in the Seoul and Gyeonggi region. Results indicated that work role stressors had a positive, indirect effect on turnover intention through low job satisfaction and organizational commitment. The relationship between WFC and organizational commitment was significant. Findings suggested that role ambiguity has negative impact on organizational commitment. The mediating effect of job satisfaction and organizational commitment on turnover intention was not supported.
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Work Role Stressors and Turnover Intentions: A Study of It Personnel in South Korea**
1. Introduction
The impact of information technology (IT) on society is great. The rapid advance of new IT is a major cause of qualitative transformations in the modern production system. To deal with the enormous growth in IT industry, organizations must compete to hire and retain the best and brightest employees. IT personnel belong to the essential group of human resources in the process of diffusion and adoption of computers and related equipment. They drive the progress in IT sectors and accelerate the actual realization of yield among IT industries. The environment of IT work is characterized by practices that often contain overtime, after dark meetings, late-night works, on-call duty, and a continual state of rush or crisis (Armstrong et al. 2007). Nonetheless, IT personnel want the organization to provide them with training and new technical skills to help them keep current. The character of this stereotype is consistent with research of Dowling (1972) and Latham (2000) showing that high performers are motivated by specific challenging goals and feedback. The research of McNee et al. (1998) revealed that IT personnel turnover has increased from 15% to 20% annually. IT companies endeavor to maintain their employees by increasing salaries, fringe benefits, and in general, creating an attractive environment for IT professionals.The study of IT personnel as a separate occupational group has been motivated by the need to further understand IT workers (Orlikowski/Baroudi 1989). An extensive review of the literature on IT personnel revealed that the vast majority of work role stressors and turnover issues have been undertaken primarily in western societies. Nevertheless, very little research has been done on this issue in general, and none at all on this specific topic in South Korea. We expect that the effects of work-family conflict and role stressors on turnover intention would be especially pronounced among IT personnel in Korea. The IT industry in Korea was selected as a research site for various reasons. First, the ...Siehe den Gesamtinhalt dieses Dokumentes
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