An Investigation Into the Determinants of Information Systems Employee Turnover

This thesis will concentrate on the subject of the determinants of voluntary employee turnover in the workplace. Business owners and corporate executives are interested in the subject of turnover because it bas a financial impact on organizations. For decades, this concern has made employee turnover a popular topic of study for researchers. Several definitions have been used to describe turnover, thereby creating an opportunity for theorists to research many areas, such as functional or dysfunctional turnover, organizational and individual effects of turnover, and causes of turnover. The purpose of the present study is to focus on the turnover of a particular group of workers, information systems or MIS employees. It is hypothesized that the high rate of turnover for these professionals is a result of many factors that are directly or indirectly related to job satisfaction. The determinants include role stressors, promotion satisfaction, demographic characteristics, outside job opportunities, and ethical behavior within organizations. Job-related factors, such as training, changing technology, managerial behavior, and work load are all determinants of MIS employee turnover. Several studies by researchers concerned with employee turnover in general, as well as those specifically interested in the turnover of MIS personnel, were reviewed and evaluated. The researchers used different methodologies to perform their studies. An evaluation of the data collected and the research methods of each study was performed. Evaluation of the studies produced support for the hypothesis. It was concluded that information systems professionals are faced with many factors, related to job satisfaction, that lead them to consider leaving their current employers and seeking new opportunities. Role stressors, such as role conflict and role ambiguity, were found to be major determinants of MIS employee turnover. Salary, outside job opportunities, and perceived promotability were also identified as causes for turnover. Demographic factors, such as age, seniority, geography, and marital status play a key role in helping employees make the decision to move to other companies

Explaining Physician Technology Acceptance of Computerized Physician Order Entry (CPOE)

This study explores factors relating to physicians acceptance of technology for computerized physician order entry (CPOE. Given the complexity of the healthcare industry and its unique occupational dynamics, the Davis’ Technology Acceptance Model (TAM) alone may not be an appropriate methodology for explaining technology acceptance as it applies to medical practitioners. Along with perceived ease of use and perceived usefulness, the constructs of the TAM, we posit that behavioral constructs also influence physicians’ acceptance of technology. These include the physician work values of achievement, autonomy/independence, relationships and recognition, and physician subjective norms and perceived behavioral control. In this paper, we report findings which provide preliminary empirical support for the theory that work values, norms, and control also influence technology acceptance

Teaching IS Ethics: Applying A Research Technique For Classroom Use

The nature of IS technologies and the range of their appropriate and inappropriate uses continue to evolve and expand. MIS educational programs have a challenge to provide both the appropriate content to introduce students to classic information ethics problems, as well as the methods for analyzing possible actions within a complex realistic situation. This research paper describes the application to educational activities of a research technique pioneered by Donn Parker using scenarios and Likert scale values choices pertaining to IS ethical issues. The recommended method for application in the education setting is described. Key findings in terms of ethical themes that permeated surveys and discussions by students are also presented and discussed

The Effect of Ethical Leadership, Behavioural Integrity, and Moral Disengagement in Predicting Turnover Intentions During Newcomer Socialization

One of the major reasons for newcomers voluntarily leaving organizations can be linked to inadequate socialization (Allen, 2006; Feldman, 1989; Fisher, 1986). Socialization has been described as a period of extensive learning where newcomers gather large amounts of information to reduce the uncertainty and complexity of their world. However, a unifying theory to explain how this process occurs is missing. Social learning theory offers a compelling framework to address this theoretical gap and, at the same time, it suggests that newcomers will pay attention to ethical information and that this learning will be important for turnover intentions. Socialization has been studied extensively from the process to the tactics of socialization (Ostroff & Kozlowski, 1992), but little research has examined the ethical side of socialization and its relation to turnover (Bauer & Erdogan, 2012). Drawing from the ethical leadership model, and using a sample of 297 first-year apprentices in Alberta’s oil and gas industry, this study sought to examine whether socialization influences the perceptions of organizational ethics and whether this leads to turnover intentions. A second follow-up study utilizing 800 newcomers examined whether ethical leadership perceptions explained the path between ethical socialization to turnover and eventually to deviant behaviours. Additionally, behavioural integrity of the leader and moral disengagement by the individual are examined as moderators of this model. Results showed that perceptions of organizational ethics (Study1) and perceptions of ethical leadership (Study 2) fully mediated the socialization and turnover path. The behavioural integrity of the leader was a significant moderator (such that when behavioural integrity was low, socialization had a stronger impact on turnover). Moreover, moral disengagement was also a significant moderator of organizational ethics in predicting turnover (such that when moral disengagement was high, ethical perceptions had a weaker relationship with turnover). Finally, moral disengagement interacted with turnover intentions to predict organizational deviant behaviours (when moral disengagement was high, turnover intentions was a stronger predictor of deviant behavior compared to when moral disengagement was low)

A counseling intervention to address HIV stigma at entry into antenatal care in Tanzania (Maisha): study protocol for a pilot randomized controlled trial.

BACKGROUND: HIV-related stigma significantly impacts HIV care engagement, including in prevention of mother-to-child transmission of HIV (PMTCT) programs. Maisha is a stigma-based counseling intervention delivered during the first antenatal care (ANC) visit, complementing routine HIV counseling and testing. The goal of Maisha is to promote readiness to initiate and sustain treatment among those who are HIV-positive, and to reduce HIV stigmatizing attitudes among those who test negative. METHODS: A pilot randomized control trial will assess the feasibility and acceptability of delivering Maisha in a clinical setting, and the potential efficacy of the intervention on HIV care engagement outcomes (for HIV-positive participants) and HIV stigma constructs (for all participants). A total of 1000 women and approximately 700 male partners will be recruited from two study clinics in the Moshi municipality of Tanzania. Participants will be enrolled at their first ANC visit, prior to HIV testing. It is estimated that 50 women (5%) will be identified as HIV-positive. Following consent and a baseline survey, participants will be randomly assigned to either the control (standard of care) or the Maisha intervention. The Maisha intervention includes a video and counseling session prior to HIV testing, and two additional counseling sessions if the participant tests positive for HIV or has an established HIV diagnosis. A subset of approximately 500 enrolled participants (all HIV-positive participants, and a random selection of HIV-negative participants who have elevated stigma attitude scores) will complete a follow-up assessment at 3 months. Measures will include health outcomes (care engagement, antiretroviral adherence, depression) and HIV stigma outcomes. Quality assurance data will be collected and the feasibility and acceptability of the intervention will be described. Statistical analysis will examine potential differences between conditions in health outcomes and stigma measures, stratified by HIV status. DISCUSSION: ANC provides a unique and important entry point to address HIV stigma. Interventions are needed to improve retention in PMTCT care and to improve community attitudes toward people living with HIV. Results of the Maisha pilot trial will be used to generate parameter estimates and potential ranges of values to estimate power for a full cluster-randomized trial in PMTCT settings, with extended follow-up and enhanced adherence measurement using a biomarker.