Organizations globally are spending millions of dollars replacing information technology (IT) professionals. IT professionals, who possess technical skills and competencies that interconnect business processes, are costly to replace. There are direct and indirect costs associated when an IT professional leaves, such as advertising fees, headhunting fees, and project delays. Lacking a firm understanding of the reasons why IT professionals leave their positions, many business leaders do not have strategies for reducing turnover rates. Building on Herzberg's motivation-hygiene theory and March and Simon's process model of turnover, this exploratory multiple case study sought to identify the strategies that business leaders view as essential for retaining IT professionals. Semistructured interviews were conducted with 10 IT managers in the Houston, Texas, area; participants were selected using a purposive sampling technique. Thematic analysis revealed eight strategies for addressing turnover: compensation, opportunity and advancement, rewards and recognition, relationship with the supervisor and coworkers, training and development, communications, meaningful work, and flexible work schedule. Findings from this study may contribute to positive social change by providing business leaders with more insight about how they can retain IT professionals. The high turnover among IT professionals affects individuals, families, communities, organizations, and the economy. Implementing strategies to reduce turnover rates can help keep individual employees and their family members together and reduce the unemployment rates.
| Identifer | oai:union.ndltd.org:waldenu.edu/oai:scholarworks.waldenu.edu:dissertations-3412 |
| Date | 01 January 2016 |
| Creators | Arnold, Lawrence Roy |
| Publisher | ScholarWorks |
| Source Sets | Walden University |
| Language | English |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Walden Dissertations and Doctoral Studies |
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