The Role of Organizational Commitment and Citizenship Behaviors in Understanding Relations between Human Resources Practices and Turnover Intentions of IT Personnel
Bibliographic record
Abstract
The primary objective of this study is to present and test an integrated model of turnover intentions which addresses the unique nature of the information technology (IT) profession. It identifies a multidimensional set of human resources (HR) practices likely to increase retention among IT employees. It also considers organizational citizenship behaviors and two distinct types of organizational commitment as key antecedents of turnover intentions. A second goal is to explore the moderating effects of organizational commitment and citizenship behaviors on HR practices-turnover intention relationships. 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 the research model. Findings reveal that IT specialists are particularly sensitive to four types of HR policies and practices: distributive justice, competence development, empowerment, and recognition. Results also provide additional support for the generalizability of the two-component model of organizational commitment in the IT context. This study is the first to show that the effects of various HR practices on turnover intentions among IT specialists depend upon the nature of their commitment to the organization. Similarly, we found that citizenship behaviors not only mediate but also moderate HR practicesturnover intention relationships. Implications of these results for practice and research are discussed. Dans cette etude, nous presentons et testons un modele de recherche portant sur la retention des specialistes en TI. Ce modele examine les relations entre diverses pratiques de GRH, les comportements discretionnaires, l'engagement organisationnel et les intentions de quitter des specialistes en TI. Un questionnaire fut developpe et envoye aux membres de la Federation de l'Informatique du Quebec (FIQ). Les donnees de 394 questionnaires ont servi aux fins d'analyses statistiques. Les resultats de cette etude revelent que les specialistes en TI au Quebec sont particulierement sensibles a quatre types de pratiques de GRH, soit: la justice distributive, la reconnaissance non-monetaire, le developpement des competences professionnelles et la responsabilisation. Notre etude est egalement la toute premiere a demontrer clairement que l'impact des pratiques de GRH sur l'intention de quitter des specialistes en TI depend a la fois du niveau d'engagement et de mobilisation des employes. Nos resultats confirment enfin l'importance relative de deux formes distinctes d'engagement organisationnel (affectif et continu) dans un tel contexte. Sur la base des resultats obtenus, nous faisons une serie de recommandations aux hauts dirigeants.
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.001 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.001 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one teacher head, not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".