Identifying the drivers of employee dissatisfaction leading to turnover of information technology professionals: A case study

Individuals, managers and organizations today are confronted by an extremely dynamic and volatile work environment marked by continued turbulence in the economy. Managers face the difficult challenge of motivating and retaining employees in an environment of increased uncertainties. Essentially no organization, profession or community has been unaffected by the continuing series of layoffs, dot com failures and restructurings. At the same time, jobs are being created at unprecedented rates: 700,000 new businesses are being established annually and there are worker shortages in some professions—particularly the medical and services industries. So how can individuals, managers and organizations make sense of all this chaos?; This research shows that in the future, successful organizations will be those which adapt their organizational behavior to the realities of the current work environment where longevity and success depend upon innovation, creativity and commitment. For many other high tech firms, “surprise” employee departures can have a significant effect on the execution of business plans and may eventually cause a parallel decline in productivity. The research was conducted as a “case study” conducted within Rambo Computer Corporation, considered in the 1990s to be one of the nation's “most admired and successful organizations”.; The purpose of this study was to examine those factors which prompted the voluntary attrition of nine high performing employees from Rambo's Information Technology (IT) group between the months of November 1999 and March 2000. The study also sought to investigate the process by which these individuals conceptualized their decision to leave the organization. A third objective of this research was to suggest ways in which managers and Human Resource professionals can influence career decisions of employees, thus minimizing future turnover of technical talent within their organizations.; Individuals participating in this study were former technical employees from Rambo's Information Technology department. Each was considered a “high performer” (top 15% of Rambo's IT employee population) and had at least six months service with the company prior to resigning. Qualitative interviews, in the form of two 90-minute conversations, were conducted with each of the subjects within sixty days of their departure from Rambo. Discussions were divided into several topic areas focusing on family background, academic and career influences, work history, and the participants' rationale for joining, then resigning from Rambo. (Abstract shortened by UMI.)...