The Measurement and Antecedents of Turnover Intentions among IT Professionals

The purpose of this study is to present and test an integrated model of turnover intentions that addresses the unique nature of the IT profession. We identified a multidimensional set of HR practices likely to increase retention among IT employees and considered citizenship behaviors as well as two distinct types of organizational commitment as key antecedents of turnover intentions. A questionnaire was developed and sent to the Quebec members of the Canadian Information Processing Society. Data from 394 respondents were used to validate the measures and test our research model. We present and discuss the results and make a series of recommendations for IT and HR executives. Dans cette étude, nous présentons et testons un modèle de recherche portant sur la rétention des spécialistes en TI. Ce modèle examine les relations entre diverses pratiques de GRH, les comportements discrétionnaires, l'engagement organisationnel et les intentions de quitter des spécialistes en TI. Un questionnaire fût développé et envoyé aux membres de la Fédération de l'Informatique du Québec (FIQ). Les données de 394 questionnaires ont servi aux fins d'analyses statistiques. Nous présentons et discutons les résultats obtenus et faisons une série de recommandations aux hauts dirigeants en TI et en RH.IS staffing issues, IS turnover, attitudes, Gestion du personnel en TI, roulement du personnel en TI, attitudes

Share and Share Alike: The Social and Technological Influences on Knowledge Sharing Behavior

In recent years, attempts to capture and leverage a firm\u27s knowledge resources have become a primary focus in the pursuit of competitive advantage. Business leaders have increasingly looked to their firms\u27 bases of knowledge - on topics such as customers, suppliers, markets, and business practices-as their most critical strategic resource. This trend has led to the widespread adoption of knowledge management initiatives aimed at capturing and leveraging the knowledge of social actors within an organization to advance the economic interests of the firm. Within such an effort, the behavior of knowledge sharing by individual business professionals stands as a necessary first condition for programmatic success. This essay explores the determinants of knowledge sharing by applying Ajzen\u27s Theory of Planned Behavior to the context of knowledge management. The implications of the model provide support for an emphasis on organizational culture and relationship issues in the development and initiation of a knowledge management program. The model presented incorporates both formal and informal features of organizational contexts that can promote or discourage knowledge sharing behavior. The critical nature of social factors, reflected in the organizational culture of a firm, is strongly supported by the model. In addition, the analysis will illustrate the degree to which technological resources can influence the expected knowledge sharing behavior of business professionals

Knowledge Sharing and the Psychological Contract: Managing Knowledge Workers across Different Stages of Employment

Purpose – An employee’s willingness to share knowledge may be contingent on whether the organization equitably fulfills its reward obligations. This paper seeks to examine how managers and organizations can be vehicles for managing psychological contract perceptions favoring knowledge sharing among current employees, newcomers, and applicants. Design/methodology/approach – The authors propose an integrative model to discuss psychological contract issues within each stage of employment and HRM initiatives that can encourage knowledge-sharing behaviors. Findings – The implicit psychological contracts that often influence knowledge worker attitudes for sharing knowledge are easy to overlook and challenging to manage. Managers must properly assess the nature of psychological contracts maintained by such workers so that knowledge-sharing messages address employees’ key motivators. Different psychological contracts exist at various stages of employment. Several prescriptions for effectively managing each type of psychological contract and reducing perceptions of PC breach were offered. Research limitations/implications – Empirical studies should seek to investigate whether different psychological contracts actually exist within a field setting. In addition, how workers move between transitional, transactional, balanced and relational psychological contracts should be empirically examined. Originality/value – The authors sought to better understand the different psychological contract perceptions of knowledge workers at various stages of employment, which has not been done to date. Such workers are keenly aware of the impact of their knowledge and effective management for sharing rather than hoarding becomes a critical success factor for knowledge-intensive organizations

Trust-based quality culture conceptual model for higher education institutions

Higher Education Institutions (HEIs) play a crucial role in societies as they enhance the sustainable development of nations. In a context of increasing competition and financial difficulties in higher education institutions, the loyalty of students, faculty and administration staff as well as institutional reputation are key factors for survival and success. They are built upon trust and high quality of services rendered by HEIs. The intentional development of trust serves the purpose of enhancing the quality culture in higher education. The concept of quality culture has become a natural successor of quality management and quality assurance in universities presenting a new perspective for viewing quality at HEIs - as a combination of structural and managerial with cultural and psychological components. This paper provides an elaboration of a novel Trust-Based Quality Culture Conceptual Model for Higher Education Institutions which presents the perceived interconnections between trust and quality culture at HEIs. It can form a source for an inquiry process at HEIs, thus contributing to better contextual diagnosis of the stage where HEI is in the process of building the quality culture based on trust. The findings of this study are important in better understanding the quality culture development in HEIs that is based on trust, loyalty and reputation. It may have an impact on the decision-making processes concerning HEIs’ management. The proposed model contributes to the need for greater clarity, ordering and systematization of the role of trust in the processes of quality culture development

The Interface of Work to Family Conflict and Racioethnic Identification: An Analysis of Hispanic Business Professionals

This article examines work to family conflict for Hispanic Business Professionals with varied levels of Hispanic identity. Based on this study of 971 Hispanics from across the United States, results show that level of Hispanic identity moderates the relationship between work to family conflict and job satisfaction. The authors posit that identification with a culture of collectivism may attenuate the negative impact of work to family conflict on job satisfaction, enabling Hispanic professionals to view work as a way of supporting the family and contributing to the greater good of the groups to which they belong

On The Role Of Normative Influences In Commercial Virtual Communities

The potential to reconcile economic benefits to the firm with the social needs of customers has made commercial virtual communities a popular tool for companies to support their core products/service with a value-added service option. An important key to the success of such a virtual community is the behavior of its members. In this paper, we develop a framework of pro-social behavior (i.e., community citizenship behavior and contribution intentions) for understanding and explaining the motivation of virtual community members to actively participate in and care for the community. We show that the main determinants of pro-social behavior are the social norm of reciprocity and the personal norm of obligation. Reciprocity, in turn, is impacted by the value of the information and the socio-emotional support exchanged by the virtual community members.marketing ;

Learning from failure in conservation: Individual, team, and organizational dynamics

Conservation aims to ensure the persistence of biodiversity despite myriad and mounting threats at the intersection of biological processes and socio-economic activity, and many efforts have struggled to achieve success. Failure is inevitable in the complex contexts in which conservation initiatives take place and yet is largely underexamined. Reasons for this shortcoming are multidimensional, encompassing behavioral and cognitive limitations at the individual, group, and organizational levels. Conservation is recognized as primarily about people and the choices they make, but there is a gap in what we know about how conservation professionals themselves as people operating within teams and organizations learn from and manage failure. My research investigates the current state of failure management in conservation, building upon existing literature in organizational learning and drawing insights from other disciplines to identify ways for conservation to more effectively learn from failure. To do this, I first conduct a literature review to investigate factors contributing to a lack of learning from failure and success in conservation. I find that failure reports are rare and largely unstandardized, and human factors such as stakeholder relationships were the most commonly cited cause of project failure. I then carry out a strategic review of organizational learning literature to provide an inter-disciplinary synthesis of thinking and practice of failure management. Armed with these broad insights, I delve into individual intentions to engage in learning from failure behaviors, finding that social norms, psychological safety, organizational support, and leader behavior play important roles in facilitating learning from failure. To place these individual motivations into a broader context, I then investigate barriers and enabling conditions for learning from failure through a multimethod qualitative study. Finally, I synthesize my findings and provide an operational model and actionable steps going forward. Providing the first empirical examination of failure in conservation, this thesis highlights both shortfalls in failure management in conservation and, more importantly, opportunities to create a learning transformation going forward.Open Acces