Abstract

Recruiting and maintaining capable IS personnel is crucial to on-time application developments and information services that can gear to corporate strategic planning and to achieve corporate goals and objectives. A shortage of fine IS staff has been always a threat to providing satisfactory IS services and a constraint that holds companies back to expand further and operate more efficiently. Therefore, it is necessary to understand factors that satisfy IS personnel and then restrain them not to leave their current job positions. However, little study has been done about what these factors are and how these factors are related to the turnover intention each other especially using domestic data. Therefore, this study suggested a structural turnover intention model and investigated relationships among the selected factors including demographic variables, career-related variables, job satisfaction, career satisfaction, organizational commitment and turnover intentions. Major findings are: i) overall, career-related variables, job satisfaction and organizational commitment significantly determine the turnover intention, ii) contrary to the U.S. studies, our IS people tend to show lower organizational commitment as they become older and get more experience, and iii) contrary to the U.S.'s findings, career-related variables are negatively related to organizational commitment. Implications and discussions of these findings are also described.

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