Abstract
This study investigates the IT workplace in Japan in the context of rapidly changing technological innovation and a long-standing collectivist culture in Japanese firms. Particularly, it examines a) the determinants of job satisfaction, such as self-efficacy and friendship networks on the positive side, and work exhaustion and work-home conflict on the negative side; and b) how these factors affect job turnover intention. Results from SEM analysis suggest that both self-efficacy and friendship networks have a positive impact on job satisfaction, while work exhaustion negatively impacts job satisfaction. Comparing workplace-derived factors (self-efficacy and work exhaustion) with collectivism-derived factors (friendship networks and work-home conflict), the former has a greater impact on job satisfaction than the latter. Additionally, this study examines the effect of organizational age on the relationships between the model constructs.
Recommended Citation
Sasaki, Hiroshi; Serenko, Alexander; Sato, Osam; and Palvia, Prashant, "Determinants of Job Satisfaction and Turnover Intention of IT Professionals in Japan" (2019). AMCIS 2019 Proceedings. 1.
https://aisel.aisnet.org/amcis2019/is_leadership/is_leadership/1
Determinants of Job Satisfaction and Turnover Intention of IT Professionals in Japan
This study investigates the IT workplace in Japan in the context of rapidly changing technological innovation and a long-standing collectivist culture in Japanese firms. Particularly, it examines a) the determinants of job satisfaction, such as self-efficacy and friendship networks on the positive side, and work exhaustion and work-home conflict on the negative side; and b) how these factors affect job turnover intention. Results from SEM analysis suggest that both self-efficacy and friendship networks have a positive impact on job satisfaction, while work exhaustion negatively impacts job satisfaction. Comparing workplace-derived factors (self-efficacy and work exhaustion) with collectivism-derived factors (friendship networks and work-home conflict), the former has a greater impact on job satisfaction than the latter. Additionally, this study examines the effect of organizational age on the relationships between the model constructs.