Abstract
This study was undertaken to explore the factors that could affect to the emotional exhaustion and turnover intention of Information Technology (IT) employees in Vietnam. This study was done through two steps including qualitative and quantitative research methods. In qualitative research method, nine information technology employees were interviewed to assess the clarity of words, the content of the questions and the ability to answer the questions of the readers. Formal quantitative research was executed by interviewing a sample collected by convenient method, using a questionaire, including 194 information technology employees in the areas of HoChiMinh city. The data was used to assess the scales and test the hypotheses. Cronbach Alpha coefficient analysis, exploratory factor analysis (EFA), regression analysis were used in this section. The results showed some differences compared to the initial theoretical model. Only some elements in the theoretical model affect the emotional exhaustion, in which IT job demands is the factor that have the most powerful affect. Study results contribute additions to the theoretical basis of human resource management, by understanding more about the factors that have impact on the emotional exhaustion and turnover intention of information technology employees. Thereby, the results also provide additional facilities for the management of information technology enterprises so that the managers can make appropriate decisions in order to preserve the IT human resources.
Highlights
1.1 Turnover Intention “Turnover Intention reflects the probability that an individual will change his or her job within a certain time period” (Sousa-Poza & Hennehenger, 2004, p. 113)
The observed variables are measured by 7-point Likert-type scale ranging from 1 to 7
This study has recognized some factors that affect to emotional exhaustion and turnover intention of Information Technology (IT) staff and checked the influences of every factor
Summary
1.1 Turnover Intention “Turnover Intention reflects the (subjective) probability that an individual will change his or her job within a certain time period” (Sousa-Poza & Hennehenger, 2004, p. 113). Emotional exhaustion can affect to turnover intention (Geurts, Schaufeli, & De Jonge, 1998; Cropanzano et al, 2003). “Quality of working life”, which includes job satisfaction and emotional exhaustion, was used in a variety of researches to described the influences of the factors to turnover intention (Korunka, Hoonakker, & Carayon, 2008), (Hoonakker, Carayon, Schoepke, & Marian, 2004). As Maslach & Jackson (1986) noted, researchers described that burnout is a syndrome which includes emotional exhaustion, depersonalisation and reduced personal accomplishment (Janssen, De Jonge, & Bakker, 1999). Burnout will be considered as a factor that could affect strongly to turnover intention and turnover behavior. Emotional exhaustion represents for burnout in many researches (Janssen et al, 1999; Hoonakker et al, 2004; Korunka et al, 2008)
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