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Testing and extending the unfolding model of voluntary turnover to it professionals
Author(s) -
Niederman Fred,
Sumner Mary,
Maertz JR. Carl P.
Publication year - 2007
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.20167
Subject(s) - turnover , competitor analysis , turnover intention , human resource management , business , marketing , psychology , operations management , microeconomics , knowledge management , economics , computer science , management , social psychology , job satisfaction
This study examines the turnover decision processes of information technology (IT) personnel for the first time. Our theoretical guide for this investigation was the unfolding model of voluntary turnover (Lee & Mitchell, 1994), the preeminent turnover process model. Most of the 124 leavers used three new decision paths that shared the characteristic of including an alternative job search and evaluation; another significant number used the original five theorized paths. In sharp contrast to earlier findings on the unfolding model, the majority of respondents (88%) reported following paths not among the original five theorized paths.This result strongly suggests that IT professionals likely take numerous routes in deciding to leave current employment, most of which involve some search for and consideration of alternative jobs. A general conclusion for human resource managers is to assume that IT professionals are aware of alternative opportunities and to consider early interventions emphasizing the relative benefits of the current job over labor market competitors. © 2007 Wiley Periodicals, Inc.