Recent studies have shown that turnover is a major issue in IT environments (Armstrong & Riemenschneider, 2011; Carayon, Schoepke, Hoonakker, Haims, & Brunette, 2006; Moore, 2000a; Rigas, 2009). In fact, the research literature in IT and the popular press suggest that IT professionals are particularly vulnerable to burnout (Armstrong & Riemenschneider, 2011; Kalimo & Toppinen, 1995; McGee, 1996; Moore, 2000a). Using the Job Demands-Resources Model of Burnout as a framework, this study investigated the relationship between disengagement, work exhaustion and turnover intentions among IT professionals in a single university in a major metropolitan area. This study used a non-experimental, survey research design via a Web-based questionnaire to collect data from a population (N=287) of university IT employees in a major metropolitan area. Two instruments were employed in the study: the Oldenburg Burnout Inventory (OLBI) measures work exhaustion and disengagement as developed by Demerouti et al. (2001); the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS) measures turnover intentions. The findings from this research indicated that disengagement consistently showed a statistically significant, positive correlation with turnover intentions. A conceptual implication of the study is that future investigations of disengagement, work exhaustion and turnover intentions among university IT employees must account for the unique work environment and how those workplace characteristics predict disengagement, work exhaustion and subsequent thoughts about quitting.
Keywords: turnover intentions, turnover, work exhaustion, disengagement, job burnout
|Advisor:||Burley, Diana L.|
|Commitee:||Scully-Russ, Ellen, Swayze, Susan S.|
|School:||The George Washington University|
|Department:||Education and Human Development|
|School Location:||United States -- District of Columbia|
|Source:||DAI-A 74/01(E), Dissertation Abstracts International|
|Subjects:||Higher Education Administration, Occupational psychology, Organization Theory, Organizational behavior, Educational technology|
|Keywords:||Burnout, Disengagement, Higher education, Information technology professionals, Turnover intention, Work exhaustion|
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