Key predictors of employee turnover

How does the factors relate to your turnover history as an IT individual?

Richer, S. F, Blanchard, C., and  Vallerand, R. J. (2002) key factors

• Feelings of relatedness
• Feelings of competence
• Intrinsic job rewards
• Work motivation
• Work satisfaction
• Emotional exhaustion
• Turnover intentions

Chau, S. L., Dahling, J. J., Levy, P. E.,  and  Diefendorff, J. M. (2009) key factors

• Surface acting
• Deep acting
• Emotional exhaustion

Chiu and Francisco (2003) key factors

• job satisfaction
• affective commitment
• Positive affectivity
• Negative affectivity

Hemmasi, P. (2006) key factors

• Organisational support for women’s advancement.
• Job satisfaction
• Employer satisfaction

van Breukelen, W., van der Vlist, R., Steensma, H. (2004) key factors

• Tenure
• Demographic variables e.g Age
• Attitudes
• Organisational commitment
• Subjective norms
• Job satisfaction
• Intentions to leave the navy
• Actual Behaviour (staying versus leaving)

Siong, Z.M.B., Mellor, D., Moore, K.A.,  and  Firth, L. (2006) key factors

• Organisational stressors
• Job stress
• Job satisfaction
• Commitment to the organisation
• Self-esteem
• Support offered by supervisors
• Quitting intent

Shwu-Ru, L (2009) key factors

• Intention to leave
• Job characteristics
• Personal characteristics
• Organisational commitment
• Work experiences

Avey, J.B., Luthans, F. And Jensen S.M. (2009) key factors

• Emotive-, cognitive- and physiological stress symptoms
• Conginitive appraisals of job demands
• Job search behaviours
• Intention to leave

References
Chau, S. L., Dahling, J. J., Levy, P. E., and Diefendorff, J. M. (2009). A predictive study of emotional labor and turnover. Journal of Organizational Behavior, 30(8), 1151−1163.

Chiu, R.K. and Francesco, A.M. (2003). Dispositional traits and turnover intention: examining the mediating role of job satisfaction and affective commitment. International Journal of Manpower. 24(3), 284-298.

Van Breukelen W.V., Van Der Vlist R., and Steensma H. (2004). Voluntary employee turnover: combining variables from the ‘traditional’ turnover literature with the theory of planned behavior. J Org Behav , 25, 893–914.

Siong, Z.M.B., Mellor, D., Moore, K.A., and Firth, L. (2006). Predicting intention to quit in the call centre industry: Does the retail model fit? Journal of Managerial Psychology, 21(3), 231–243.

Avey, J. B., Luthans, F., and Jensen, S. (2009). Psychological capital: A positive resource for combating stress and turnover. Human Resource Management, 48, 677–693.

Cognitive Absorption Theory

 

Do the dimensions of Cognitive absorption influence your job satisfaction?

 

 

Cognitive absorption encompasses five dimensions (Agarwal and Karahanna 2000):

• Temporal dissociation: The individual’s inability to register the passage of time while engaged in an activity.
• Focused attention: Experience of total engagement, where other intentional demands are rather ignored.
• Heightened enjoyment: Heightened enjoyment captures the pleasurable aspects of the interaction.
• Control: User’s perception of being in charge of the interaction.
• Curiosity: The extent to which the experience arouses an individual’s sensory and cognitive curiosity.

Reference
Agarwal, R., and Karahanna, E. (2000). Time Flies When You’re Having Fun: Cognitive Absorption and Beliefs about Information Technology Usage. MIS Quarterly , 24(4), 665-694.