An Exploratory Investigation of the Relationship between Disengagement, Exhaustion and Turnover Intention among IT Professionals Employed at a University

Authors:
Valerie F. Ford;Susan Swayze;Diana L. Burley
Affiliations:
The George Washington University, Washington, DC, USA;The George Washington University, Washington, DC, USA;The George Washington University, Washington, DC, USA
Venue:
Information Resources Management Journal
Year:
2013

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Abstract

Employee turnover among information technology IT professionals continues to be a major issue for the IT field Armstrong & Riemenschneider, 2011; Carayon, Schoepke, Hoonakker, Haims, & Brunette, 2006; Moore, 2000a; Rigas, 2009. One reason for turnover among IT professionals is burnout that may result in turnover Armstrong & Riemenschneider, 2011; Kalimo & Toppinen, 1995; McGee, 1996; Moore, 2000a. Using the Job Demands-Resources Model of Burnout as a conceptual framework, this non-experimental survey research study quantifies the relationships between exhaustion, disengagement, and turnover intention among IT professionals employed at a university located in a major metropolitan area. The online survey consisted of two survey instruments-the Oldenburg Burnout Inventory OLBI that measures the burnout dimensions of exhaustion and disengagement and the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale MOAQ-JSS that measures turnover intention. Exhaustion and disengagement were both significantly related to the two-item turnover measure. A stepwise regression model including exhaustion and disengagement explained 53% of the variance in turnover intention. Disengagement contributed significantly to the prediction of turnover intention after considering exhaustion in the regression model suggesting a unique contribution of the variable to the prediction of turnover intention. These findings underscore the importance of examining each dimension of burnout separately when predicting turnover intention among IT professionals.