Electronic Theses and Dissertations

Identifier

2554

Date

2015

Date of Award

12-2-2015

Document Type

Dissertation

Degree Name

Doctor of Philosophy

Major

Business Administration

Concentration

Management Information Systems

Committee Member

Jasbir Dhaliwal

Committee Member

Euntae Lee

Abstract

Turnover intention of information technology (IT) professionals and IT users has been a topic of interest to both academics and industry in recent years; job demands such as excessive workload, work exhaustion, relentless deadlines, role conflict and role ambiguity have all been found to affect turnover intention of IT professionals and IT users. Yet, researchers have paid little attention to the influence of job resources and personal resources. The purpose of this research, presented in the form of two essays, is to explore the effect of those influences on turnover intention of IT professionals and IT users.Using job demand-resource theory, the first essay presents a holistic model that integrates job and IT demands and resources of an informated job. We test the influence of these demands and resources on work exhaustion, job satisfaction, and turnover intention of employees in a relatively recent informated industry (i.e. truck drivers). We find that demands of an informated job increase stress resulting in work exhaustion. However, we also find that resources of an informated job, including IT resources, reduce the influence of work exhaustion and increase job satisfaction. Recommendations for job design to improve employee well-being and improve job retention are offered based on the study results.Using identity theory, the second essay examines the effect of personal resources i.e. role identity, team identity, and organizational identity on software development professionals’ job satisfaction and turnover intention. Identity is a form of personal resource that individuals bring into their role performance as a professional in their area of expertise (role identity), as a member of a team (team identity), and as a loyal employee of the organization (organizational identity). Using data from 192 software development professionals, the results of the study show that developers who identified highly with their role experienced greater job satisfaction but were also more likely to quit their organization. Contrary to our expectations, developers’ team identity did not affect either their job satisfaction or turnover intention.

Comments

Data is provided by the student.

Library Comment

dissertation or thesis originally submitted to the local University of Memphis Electronic Theses & dissertation (ETD) Repository.

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