Explaining employee turnover latency in IT professionals

• Autor(a) principal: Ferreira, Ana Rita Silva Marques
• Data de Publicação: 2023
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/29844
• topic: Turnover latency; Carga de trabalho -- Workload; Organizational rewards; Work-life balance; IT professionals; Latência de rotatividade; Recompensas; Conciliação vida profissional e pessoal; Profissionais de informática

Among the plethora of turnover studies that have been produced in the last decades there is a subtle dimension of turnover that has been passing unnoticed: turnover latency. This refers to the time individuals take to actual leave the organization after they have made such a decision. The consequences of such temporal dimension of turnover are important as it may create an emergency as well as it may foster a low-motivated workforce that represents a possible hidden productivity and morale cost. This study is set on the grounds of a proposal that balance, or equilibrium, situations between job demands and job resources may be an explanation for turnover latency. By bringing together in a three-way interaction model, workload, organizational rewards and work life balance, a PLS-SEM analysis of data from 52 IT professionals shows no direct effects from these factors explain turnover latency, and also no two-way interactions achieve that. However, by considering the interaction of workload, organizational rewards, and work life balance, it was possible to explain turnover latency. Findings suggest turnover latency requires complex models that consider the configurations between well-known factors in turnover research. Findings are discussed in the light of theory and implications derived from them.