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Work Role Stressors and Turnover Intentions: A Study of IT Personnel in South Korea

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  • Sug-In Chang

Abstract

This paper focuses on the relationship between work role stressors and job satisfaction, organizational commitment, and turnover intention among IT personnel. To collect data, we received the cooperation of the IT SME/Venture Business Association in Korea. IT firms provided the names and addresses of IT personnel working in the Seoul and Gyeonggi region. Results indicated that work role stressors had a positive, indirect effect on turnover intention through low job satisfaction and organizational commitment. The relationship between WFC and organizational commitment was significant. Findings suggested that role ambiguity has negative impact on organizational commitment. The mediating effect of job satisfaction and organizational commitment on turnover intention was not supported.

Suggested Citation

  • Sug-In Chang, 2008. "Work Role Stressors and Turnover Intentions: A Study of IT Personnel in South Korea," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 22(3), pages 272-290.
  • Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2008_03_chang
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    Cited by:

    1. Cengiz Mengenci, 2015. "Who knows? Organizational culture might be the source of job satisfaction or stress: Evidence from Turkey," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 5(3), pages 514-525, March.
    2. repec:spr:infosf:v:17:y:2015:i:2:d:10.1007_s10796-013-9408-y is not listed on IDEAS

    More about this item

    Keywords

    Work-family Conflict (WFC); Role Stress; Role Ambiguity; IT Personnel; Turnover Intention;

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J26 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Retirement; Retirement Policies
    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • J63 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - Turnover; Vacancies; Layoffs
    • J81 - Labor and Demographic Economics - - Labor Standards - - - Working Conditions
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

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