Abstract

Companies face opportunity losses from projects they cannot take on due to a shortage of people resources (Goff, 2000a). Given the effect a shortage of qualified IT workers has on a company, many employers are giving increased attention to managing turnover. Turnover (individuals leaving employers) research has consistently examined the relationship of organizational commitment, job satisfaction and stress/ burnout to turnover. However, little empirical work has been done from the perspective of employee retention. The purpose of this research proposal is to identify what factors beyond job satisfaction, organizational commitment and stress have the strongest relationship to an IT professional’s intention to stay with their current employer.

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