Perceived career incentives and intent to leave

  • Authors:

  • Maxwell K. Hsu;James J. Jiang;Gary Klein;Zaiyoung Tang

  • Affiliations:

  • College of Business, Tennessee State University, 330 10th Avenue North, K-34, Nashville, TN;Department of Management Information Systems, University of Central Florida, P.O. Box 161400, Orlando, FL;College of Business and Administration, University of Colorado at Colorado Springs, 1420 Austin Bluffs Parkway, Colorado Springs, CO;Department of Computer Information Systems, College of Administration and Business, Louisiana Tech University, Ruston, LA

  • Venue:
  • Information and Management
  • Year:
  • 2003

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Abstract

Turnover is a major concern of human resource (HR) managers working with information systems (IS) personnel. Aspects of career incentives, as perceived by the IS employees, are important in their decisions to leave or stay with the organization. We utilize a framework of various job anchors to examine how a sample of IS personnel regard incentives provided by employers and the importance of these in assessing the employee's intent to leave. Job security and a service incentive are most important in reducing this intent. Organizations must address their ability to provide such incentives in order to retain their IS employees.