A communicative-tension model of change-induced collective voluntary turnover in IT

Losing talented IT employees, the most critical strategic resource in IT, during a major organizational change can be catastrophic to the overall performance of the IS organization. This paper develops a multi-layered communicative-tension model of change-induced collective voluntary turnover from a historical case study analysis. A major organizational change at a healthcare insurance firm’s IT unit reveals the presence of three primary communicative tensions: alignment-autonomy, stability-change and expression-suppression. A group of employees, dissatisfied with the negative communicative practices employed by their managers in the midst of these communicative tensions, left the organization. A communicative-tension model of change-induced collective voluntary turnover complements and extends upon prior collective voluntary turnover research by accounting for the organizational change context and broader relational dynamics. This study offers practitioners important insights on how to manage communicative tensions during an IS organizational change to improve IT talent retention.http//: www.elsevier.com/locate/jsis2017-12-31hb2017Informatic

Pengaruh Job Stress, Work Overload dan Work Environment terhadap Turnover Intention pada Karyawan Generasi Milenial di Industri Digital

Industri digital merupakan industri yang memiliki masalah terkait angka turnover yang tinggi, dimana menurut data idEA 2018, Persentase turnover di sektor tersebut rata-rata mencapai 19,22 persen per tahun. Data in-depth interview juga menunjukan bahwa alasan Work Overload yang tinggi dan penyebab stes kerja serta lingkungan kerja yang kurang baik. Oleh karena itu penelitian ini membahas terkait pengaruh Job Stress, Work Overload dan Work Environment terhadap Turnover Intention. Metode penelitian ini adalah metode penelitian kuantitatif dengan teknik sampling non-probability sampling jenis judgemental sampling dan teknik analisis regresi linear berganda. Data penelitian ini didapat dengan cara menyebarkan kuesioner online kepada 100 karyawan generasi milenial tetap di industri digital. Hasil yang didapat selanjutnya diolah dengan menggunakan SPSS. Hasil yang peneliti dapat dari penelitian ini adalah terdapat pengaruh positif dari Job Stress terhadap Turnover Intention, sedangkan terdapat pengaruh positif dari Work Overload terhadap Turnover Intention serta pengaruh positif dari Work Environment terhadap Turnover Intention

Consequences of Project Team Member Turnover for agile Information Systems Development Teams: A Multiple Case Study

Turnover of IT professionals has been at the center of IT workforce research, mainly focusing on individual level drivers and consequences. This paper explores how turnover events affect the dynamics of agile software development (ISD) teams. We conducted 25 semi-structured interviews in seven cases to understand team-level consequences of turnover events. We found that ISD teams who directly or indirectly experienced turnover events are confronted with the following four consequences on the group level: (1) group dynamics shift, leading to (2) interpersonal voids, and (3) voids of expertise which consequently leads to (4) rebalancing resources. Through our work, we contribute to a better understanding of how coping processes that start after collective turnover occurs in agile ISD teams are shaped at the group level

Ambidexterity in Information Systems Research: Overview of Conceptualizations, Antecedents, and Outcomes

Organizations that are not efficient and innovative today quickly become irrelevant tomorrow. Ambidexterity (i.e., simultaneously conducting two seemingly contradicting activities, such as exploitation and exploration) helps organizations to overcome this challenge and, hence, has become increasingly popular with manifold applications in information systems (IS) research. However, we lack a systematic understanding of ambidexterity research, its research streams, and their future trajectory. Hence, we conduct a systematic literature review on ambidexterity in IS research and identify six distinct research streams that use an ambidexterity lens: IT-enabled organizational ambidexterity, ambidextrous IT capability, ambidexterity in IS development, ambidextrous IS strategy, ambidextrous inter-organizational relationships, and organizational ambidexterity in IS. We present the current state of research in each stream. More so, we comprehensively overview application areas, conceptualizations, antecedents for, and outcomes of ambidexterity. Hence, this study contributes to the emergent theme of ambidexterity in IS research

Talent Retention and Turnover: Diagnosis and Discussion of Factors from a Case Study

This study aimed to carry out a situational diagnosis about the employee turnover of a large company, located in the city of Campinas - SP. In addition to the theoretical part, the research sought to contribute with the selected company in the initial efforts to identify causes of voluntary turnover and determinants for talent retention. Data collection was carried out through the application of questionnaires by electronic way, in a target audience formed by 20 managers and 40 employees. The data revealed a mismatch between the situational understanding of employees and managers in several points that were highlighted as relevant for the permanence of employees, such as the career plan and the relationship with the managers. The case study showed, similar to what is found in the literature, how the insufficiency of concrete talent retention management measures by the company ends up resulting, for example, in the high turnover faced. Theoretically, this study reinforces the need for the evolution of human resources management models in the generational pace and in the multiple individual and social needs

Ambidexterity in Information Systems Research: Overview of Conceptualizations, Antecedents, and Outcomes

Organizations that are not efficient and innovative today quickly become irrelevant tomorrow. Ambidexterity (i.e., simultaneously conducting two seemingly contradicting activities, such as exploitation and exploration) helps organizations to overcome this challenge and, hence, has become increasingly popular with manifold applications in information systems (IS) research. However, we lack a systematic understanding of ambidexterity research, its research streams, and their future trajectory. Hence, we conduct a systematic literature review on ambidexterity in IS research and identify six distinct research streams that use an ambidexterity lens: IT-enabled organizational ambidexterity, ambidextrous IT capability, ambidexterity in IS development, ambidextrous IS strategy, ambidextrous inter-organizational relationships, and organizational ambidexterity in IS. We present the current state of research in each stream. More so, we comprehensively overview application areas, conceptualizations, antecedents for, and outcomes of ambidexterity. Hence, this study contributes to the emergent theme of ambidexterity in IS research

A communicative-tension model of change-induced collective voluntary turnover in IT

Losing talented IT employees, the most critical strategic resource in IT, during a major organizational change can be catastrophic to the overall performance of the IS organization. This paper develops a multi-layered communicative-tension model of change-induced collective voluntary turnover from a historical case study analysis. A major organizational change at a healthcare insurance firm’s IT unit reveals the presence of three primary communicative tensions: alignment-autonomy, stability-change and expression-suppression. A group of employees, dissatisfied with the negative communicative practices employed by their managers in the midst of these communicative tensions, left the organization. A communicative-tension model of change-induced collective voluntary turnover complements and extends upon prior collective voluntary turnover research by accounting for the organizational change context and broader relational dynamics. This study offers practitioners important insights on how to manage communicative tensions during an IS organizational change to improve IT talent retention.http//: www.elsevier.com/locate/jsis2017-12-31hb2017Informatic

Employee Retention Strategies within Information Technology Small Businesses

AbstractThe retention of high talent employees is vital to the success of any organization. Organization leaders who lack effective strategies to retain high talent employees are at risk for business performance failure. A lack of managerial strategies to motivate employees and a lack of understanding of employees\u27 needs lead to increased employee turnover rate in organizations. Grounded in Herzberg\u27s two-factor theory, the purpose of this qualitative multiple case study was to explore strategies information technology (IT) small business leaders use to retain high talent employees. Data were collected from phone semistructured interviews and review of the organizations\u27 employee handbook, policies, and internal records relating to employee retention strategies. Data were analyzed by using coding techniques to identify keywords, phrases, and concepts. The process led to the following 3 themes: compensation and benefits, conducive work environment, and training and development. Member checking and methodological triangulation increased the validity and reliability of the study. A key recommendation includes communicating compensation strategy with employees in alignment with productivity, organizational goals, and performance. The implications for social change include the potential to reduce turnover by improving the employee work experience and retaining talent by building a positive work environment. The retention rates among IT employees affect individuals, families, communities, organizations, and the economy. Implementing retention strategies may result in improving employee-employer relationships and organizational profitability

Turnover Intention Among Employees In Pakistani Banks: Examining The Role Of Ethical Climate And Organizational Commitment

In the effort to contribute a solution to this problem. this study investigates the impact of compensation, job stress, workplace discrimination and career growth towards the organizational commitment in the banking sector of Pakistan. Furthermore, this study investigated the moderating effect of ethical climate in the relationships between compensation, job stress, workplace discrimination, and career growth towards organizational commitment. This study likewise evaluated the mediating effect of organizational commitment between the relationships of compensation, job stress, workplace discrimination, career growth towards turnover intentio