Thesis (Ed. D.)--West Virginia University, 2002. / Title from document title page. Document formatted into pages; contains x, 222 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 211-222).

Thesis (Ph. D.)--University of Texas at Austin, 2005. / Supervisor: Laurie K. Lewis. Vita. Includes bibliographical references.

This study investigated relationships of age, gender, and supervisor level with job satisfaction, organizational commitment, stress perception, and turnover intention. The demographics were hypothesized to moderate the stress-satisfaction and commitment-turnover relationships. Hypotheses were tested using both parametric and non-parametric bootstrap methods. Subjects were taken from a national survey of 2,663 public sector IT workers. Missing data were imputed using NORM software. Ordinary least squares (OLS) regression indicated a significant direct effect from all main variables and covariates, except for age on turnover intent. No mediating effects were found. Age-Commitment was the only significant higher order modifier relationship, although Gender-Commitment explained substantial variance. LMG statistic results enabled the predictors to be rank ordered with confidence intervals. Best subset bootstrap regression explored all possible predictor orders to confirm which model explained the most variance. The original model and predictor sequence were confirmed. The bootstrap AIC statistic provided a model which maximized explained variance while optimizing parsimony. Since only age had a mediating effect, Hypotheses 1 and 2 were not supported. All other hypotheses were partially confirmed.

Women have historically been underrepresented in the field of information technology. The literature related to the underrepresentation of women in information technology has focused on developing strategies for attracting more females into the industry. Despite these efforts, the number of women in information technology has been declining. The factors that contribute to the career persistence of women in information technology were investigated. An exploratory multiple case study methodology was used with nine women who have been employed in the information technology field for a minimum of five years. The subjects underwent a series of two interviews that focused on the reasons why they thought they had been able to have sustained careers in information technology. A qualitative analysis of the interviews was conducted to determine the factors that the subjects identified as contributors to their career persistence. The interviews were also analyzed to discover whether women that have had sustained careers in information technology conceptualize their experiences from particular feminist perspectives. The findings provided insights into the following factors that contribute to career persistence among women in information technology. These factors included how a woman 2 transitioned into her first information technology position, personal traits, effective career strategies, and effective coping strategies. While there will be individual differences, each subject presented that a combination of the stated factors directly contributed to her sustained career in information technology. Women in information technology were found to conceptualize their experiences through a variety of feminist perspectives. The existential feminist perspective was used extensively as a rationale for how societal expectations shape peoples view of women in information technology. The Marxist/socialist feminist and radical feminist perspectives were utilized when describing the barriers against women in information technology. The liberal feminist and postmodern feminist perspectives served as a foundation for recommendations to increase the likelihood for women entering and staying in the field of information technology. / Department of Educational Leadership

Abstract Attracting and developing information technology (IT) professionals is one of the top concerns for companies. Although much research has been conducted about the job behavior and attitudes of IT professionals over the last three decades, findings are inconclusive and contradictory. This suggests that something may be missing in how we examine this phenomenon. Most of this research is drawn from theories of motivation, very little examines the effect of social relationships on IT professionals' behavior and attitude. Yet, social capital theory suggests that job behavior and attitude may be greatly influenced by these relationships. This suggests that IT professionals' social capital warrants empirical examination. The primary research question that this dissertation addresses is how social capital affects IT professionals' work attitude and behavior including job satisfaction, organizational citizenship behavior, job performance and turnover intention. The research model in this dissertation examines the influence of three aspects of social capital on IT professionals' job attitude and work behavior: tie strength, the number of ties and the structural holes. Data were collected from 129 IT professionals from a range of jobs, organizations and industries. Results indicate that tie strength in the organization of an IT professional is positively related to job satisfaction. The number of ties outside an organization an IT professional has is also positively related to job performance. However, hypotheses about organizational citizenship behavior and turnover intention are not supported. Several implications for organizational executives and managers are offered based on findings.

Thesis (MTech. degree in Business Information Systems.)--Tshwane University of Technology, 2012. / Organisations all over the world require skilled people to gain competitive advantage over their competition but, there is currently a shortage of specialised skills. This is evident in the high unemployment rate within the various countries, especially with the graduates. Therefore, governments, industries and institutions of higher learning have started to create initiatives that are meant to bridge the skills gap. However, the skills gap is still open. Therefore, the purpose of this research is to investigate the factors that are causing the skills gap to remain, especially between the institutions of higher learning who are the producers of specialised skilled people and industry who require the specialised skilled people. Hence the research question: What are the factors that needs to be considered in addressing the skills gap between industry requirements and institution of higher learning curriculum development at an IT undergraduate level?

Thesis (Ph.D.)--Mississippi State University. Department of Management and Information Systems. / Title from title screen. Includes bibliographical references.

Thesis (MTech. degree in Business Information Systems (Structured))--Tshwane University of Technology, 2011. / Since information technology is a business enabler, knowledge sharing amongst IT professionals within an organization can be very critical in achieving organizational goals and objectives. A knowledge sharing culture ought to be cultivated, within an organization, so that knowledge is shared and retained should employees leave the company. This mini-dissertation argues that organizations need to create an environment where knowledge can be created and shared - preventing situations where employees leave the organization with their knowledge because there are no means to capture and store such knowledge. One of the ways for an organization to grow its performance is the introduction of a knowledge sharing culture. However, factors that really influence employees to share their knowledge are not readily understood. Thus, this study sought to identify and understand the factors that affects IT professional's intensions and behavior towards knowledge sharing, using activity theory and organizational culture theory as lenses.

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology