Organizational citizenship behavior (OCB) has been suggested to facilitate organizational functioning. However, how OCB is motivated and the extent to which OCB is exhibited by highly skilled professionals remains uncertain. Very little theoretical and empirical research has focused on motivational factors that elicit the exhibition of OCB. In addition, previous research has found that information technology (IT) professionals exhibit significantly lower OCB than non-IT professionals. This particular discrepancy suggests that there is a need to study OCB exhibited by IT professionals from a motivational aspect. In order to provide a theory-based model that explains OCB, this research utilized expectancy theory to examine how an IT professional's cognitive forces affect the valence of a job outcome and how the valence of the job outcome influences his or her OCB. The hypotheses were tested using partial least squares and multiple regression techniques with a sample size of 85 IT professionals. Using IT professionals as the unit of analysis, the results indicated that the research model explained 36 percent of the variability of OCB exhibited by an IT professional. The results also confirmed the significant relationship between valence of job satisfaction and OCB and the significant relationship between OCB and actual job satisfaction. Among the five cognitive forces tested, commitment to organization and commitment to profession contributed significantly to valence of job satisfaction. Furthermore, this research found some significant relationships among trust in supervisors, trust in coworkers, job stress, commitment to organization, and commitment to profession. Finally, conclusions, limitations, and suggestions for future research directions were discussed based on the findings.

Submitted by Ursula Mangia (ursulabmangia@gmail.com) on 2013-05-24T17:36:40Z No. of bitstreams: 1 Transicao_de_Carreira_em_TI_FINAL.pdf: 1470584 bytes, checksum: 7d0257c44805630c0a3c601098bf7d7b (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2013-05-27T14:35:12Z (GMT) No. of bitstreams: 1 Transicao_de_Carreira_em_TI_FINAL.pdf: 1470584 bytes, checksum: 7d0257c44805630c0a3c601098bf7d7b (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-05-28T17:03:37Z (GMT) No. of bitstreams: 1 Transicao_de_Carreira_em_TI_FINAL.pdf: 1470584 bytes, checksum: 7d0257c44805630c0a3c601098bf7d7b (MD5) / Made available in DSpace on 2013-05-28T17:03:50Z (GMT). No. of bitstreams: 1 Transicao_de_Carreira_em_TI_FINAL.pdf: 1470584 bytes, checksum: 7d0257c44805630c0a3c601098bf7d7b (MD5) Previous issue date: 2013-03-07 / A falta de profissionais com perfil e qualificação em tecnologia da informação (TI) é uma dificuldade enfrentada pelas empresas em geral, as quais investem crescentemente em TI e cada vez mais são dependentes e influenciadas pela tecnologia. Além dessa questão, observa-se que apesar das boas oportunidades de emprego no setor, a evasão nos cursos superiores de TI tem atingido patamares altíssimos, agravando ainda mais o problema da escassez por talentos qualificados. Assim, esta pesquisa estuda a migração dos profissionais de TI para outras áreas, fenômeno denominado turnaway, problema que agrava ainda mais a situação em que se encontra o setor de tecnologia da informação no mercado brasileiro, requerendo uma solução a curto prazo e merecendo uma exploração e discussão em profundidade. O objetivo principal deste estudo é, portanto, identificar as principais razões que explicam a intenção dos profissionais de TI em abandonar a área. Assim, foi realizada uma pesquisa explanatória, por meio de pesquisa bibliográfica e investigação empírica, aplicando-se questionários disponibilizados eletronicamente a profissionais de TI de diferentes empresas e áreas de atuação. A amostra utilizada teve 323 respondentes e os dados obtidos foram analisados estatisticamente via modelagem de equações estruturais. Como resultado, esta pesquisa mostrou que a transição de carreira na área de tecnologia da informação está intimamente associada ao dinamismo natural da área, às condições de trabalho que geram fadiga física e mental, e às restrições de crescimento profissional na área técnica, levando os profissionais de TI a uma insatisfação com a área que os faz buscar capacitação gerencial e novas experiências de trabalho, de modo a ampliar sua rede de relacionamento interpessoal e abrir oportunidades em diferentes campos de trabalho, possibilitando, desta forma, a migração dos mesmos para outras áreas que oferecem melhores condições de trabalho, maior reconhecimento e possibilidade de crescimento profissional. / The lack of professionals with qualification and profile in information technology (IT) is a difficulty faced by companies in general, which increasingly invest in IT and are significantly dependent on and influenced by technology. Besides this issue, it is observed that despite good employment opportunities in the sector, the evasion in higher IT has reached very high levels, further aggravating the shortage of qualified talent. Thus, this research studies the migration of professionals to other areas, a phenomenon called turnaway, a problem that exacerbates the situation of the information technology sector in the Brazilian market, requiring a short term solution and deserving exploration and in-depth discussion. The main objective of this study is therefore to identify the main reasons for the intention of IT professionals to leave the area. Thus, an explanatory survey was conducted, through literature and empirical research, applying questionnaires electronically available to professionals of different companies and fields. The sample had 323 respondents and the data were statistically analyzed via structural equation modeling. As a result, this research showed that the career transition in information technology area is closely associated with the natural dynamism of the area, working conditions that cause physical and mental fatigue and restrictions for professional growth in the technical area, leading IT professionals dissatisfaction with the area that makes them seek managerial training and new work experiences in order to expand their network of interpersonal relationship and open up opportunities in different fields of work, allowing thus the migration of them to other areas that offer better working conditions, greater recognition and opportunity for professional growth.