Factors affecting intention to quit among IT professionals

This paper aimed to explore the variables that influenced the intention to quit the teaching profession among vocational teachers. Moreover, the researchers examined the differences in the perception of the levels of emotional exhaustion, depersonalization, personal accomplishment, job satisfaction, and life satisfaction among vocational teachers in Thailand. The target population comprised vocational teachers from public colleges in Thailand with a total number of 29,915. The stratified random sampling technique was used for selecting the samples. The data collection involved self-report surveys from 510 vocational teachers from 55 vocational colleges in Thailand's metropolitan, north, northeast, east, and south. Correlation and regression analyses were used to examine the possible relationships among the variables and identify the significant variables. The findings reported that emotional exhaustion and depersonalization were moderate while personal accomplishment was at a high level. Job satisfaction was the strongest predictor of the intention to quit. In addition, three components of burnout influenced the intention to quit among the vocational teachers: emotional exhaustion, depersonalization, and personal accomplishment. For the implication, this study recommended a practical application in the dimension of policy improvement concerning teachers' welfare. It emphasized the need to develop programs supporting teachers' mental health to reduce burnout and increase job satisfaction.

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IT Branch – Challenges for Human Capital Management

Kwartalnik Ekonomistów i Menedżerów ◽

10.5604/01.3001.0013.2372 ◽

2019 ◽

Vol 52 (2) ◽

pp. 83-95

Author(s):

Beata Krawczyk-Bryłka

Keyword(s):

Human Capital ◽

Management Styles ◽

Selection Methods ◽

Capital Management ◽

It Professionals ◽

Human Capital Management ◽

It Industry ◽

Factors Affecting ◽

Recruitment And Selection

The article concerns the processes of human capital management in companies from the IT sector, where the greatest challenges concern two areas: employment and retention of IT specialists. HR departments providing services in IT companies outdo each other in applying solutions to acquire and motivate competent IT professionals to work for the company. The main goal of the article is to present recruitment and motivation practices in IT sector on the example of two selected companies. The comparison of the organizational culture, recruitment and selection methods, the management styles and the role of HR departments, as well as development practices was made. The results were presented in the context of factors affecting the IT industry characteristics, such as globalization, virtualization and competitiveness of the labour market.

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Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Journal of Sustainable Development ◽

10.5539/jsd.v9n2p78 ◽

2016 ◽

Vol 9 (2) ◽

pp. 78

Author(s):

Abdelbaset Queiri ◽

Nizar Dwaikat

Keyword(s):

Organizational Commitment ◽

Job Stress ◽

Business Process ◽

Generation Y ◽

Structural Equation ◽

Role Ambiguity ◽

Career Planning ◽

Intention To Quit ◽

Business Process Outsourcing ◽

Factors Affecting

<p>This paper investigates the factors contributing to Generation Y employees’ intention to quit in the business process outsourcing sector (BPO) in Malaysia from four different perspectives: personnel dimensions (work overload, role ambiguity and job stress), job attitudes (satisfaction with pay and organizational commitment), work-life conflict and organizational strategies (training, career planning and empowerment). A structural equation modelling approach was employed to identify the variables that significantly affect the intention to quit. Using Amos 18, data collected from 164 Generation Y employees in the BPO sector were used to test the hypotheses. The results showed that intention to quit one’s job is explained by lack of training, lack of empowerment, organizational commitment, and lack of career planning. Also, role ambiguity and satisfaction with pay exert negative indirect effects on the intention to quit one’s job through organizational commitment. Additionally, job stress has no impact on the intention to quit one’s job. This study is considered to be among the few attempts to address the reasons behind Generation Y employees' intention to quit.</p>

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