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Using the Job-Demands-Resources model to predict turnover in the information technology workforce – General effects and gender
Peter Hoonakker, Pascale Carayon & Christian Korunka
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Written in English. | Published: January 23, 2014
https://doi.org/10.20419/2013.22.373 | Cited By: CrossRef (7)
Abstract: High employee turnover has always been a major issue for Information Technology (IT). In particular, turnover of women is very high. In this study, we used the Job Demand/Resources (JD-R) model to examine the relationship between job demands and job resources, stress/burnout and job satisfaction/commitment, and turnover intention and tested the model for gender differences. Data were collected in five IT companies. A sample of 624 respondents (return rate: 56%; 54% males; mean age: 39.7 years) was available for statistical analyses. Results of our study show that relationships between job demands and turnover intention are mediated by emotional exhaustion (burnout) and relationships between job resources and turnover intention are mediated by job satisfaction. We found noticeable gender differences in these relationships, which can explain differences in turnover intention between male and female employees. The results of our study have consequences for organizational retention strategies to keep men and women in the IT work force.
Keywords: job characteristics, organizational characteristics, job demand-resources model, employee turnover, human sex differences
Cite:
Hoonakker, P., Carayon, P., & Korunka, C. (2013). Using the Job-Demands-Resources model to predict turnover in the information technology workforce – General effects and gender. Psihološka obzorja, 22, 51–65. https://doi.org/10.20419/2013.22.373
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