Paths to Retention and Turnover in the IT Workforce: Understanding the Relationships Between Gender, Minority Status, Job and Organizational Factors

Transcription

1 Paths to Retention and Turnover in the IT Workforce: Understanding the Relationships Between Gender, Minority Status, Job and Organizational Factors Pascale Carayon, Ph.D. (PI) Director, Center for Quality and Productivity Improvement Professor, Department of Industrial Engineering University of Wisconsin-Madison 610 Walnut Street 575 WARF Madison, WI Tel: Fax: FUNDING PROVIDED BY NSF- ITWF EIA CODING BOOK Version 2.0 January 8, 2003

2 INTRODUCTION JOBTITLE Which best describes your job title? : 1 = Application Software Developer 2 = Business Analyst / Consultant 3 = Data Entry 4 = Database Administrator / Database Manager / Database Security 5 = Database Analyst / Database Architect 6 = Documentation / Technical Writer 7 = Network Administrator / Network Manager 8 = Network Engineer / Network Technician / PC Technician 9 = Project Manager / Program Manager / Applications Manager / Operations Manager 10 = Quality Assurance / Testing Engineer 11 = Software Engineer / Software Life Cycle Management 12 = Systems Administrator / Systems Security 13 = Systems Analyst / Systems Architect / Application Engineer 14 = Systems Programmer / Network Software Developer 15 = Technical Support / Field Technician 16 = Training 17 = User Interface Design 18 = Webmaster / Web Site Developer 19 = Digital Media Specialist 20 = Other (please specify ) JBTITOTH a text variable for other job title JOBTYPE What is your job type? : 1 = Professional 2 = Supervisor / manager 3 = Other (please describe ) JBTYPOTH a text variable for other job type WRKHRS On an average, how many hours per week do you work? = Number of hours 2

3 OVERTIME On an average, how many hours of overtime per week do you work? = Number of hours EMPLOY What is your type of employment? : 1 = Permanent employee 2 = Temporary employee 3 = Other (please describe ) EMPLYOTH a text variable for other type of employment PARTFULL Work part- or full-time? : 1 = Part-time work 2 = Full-time work TELECOMM Do you telecommute or work remotely? : 1 = No 2 = Yes TENURE How long have you worked for your present employer? Coded in TENURMO (months) and TENUREYE (years) Recorded in years: TENURE = TENUREYE + TENUREMO/12 EXPER How long have you worked in your current job (position)? Coded in EXPERMO (months) and EXPERYE (years) Recorded in years: EXPER = EXPERYE + EXPERMO/12 3

4 ITCAREER At what point in your life did you first seek an IT career? ITCAROTH 1 = Prior to high school 2 = During high school 3 = During undergraduate degree program 4 = Prior to entering graduate degree program 5 = After earning highest academic degree 6 = During non IT employment 7 = Anther time (please specify ) a text variable for another time where IT career was sought EDUC Highest level of education completed 1 = Some high school or less 2 = High school or G.E.D. 3 = Some college 4 = Bachelor s degree 5 = Some graduate or professional degree 6 = Graduate or professional degree ITEDUC What best describes formal IT / computer training 1 = Some high school computer-related courses 2 = High school computer-related degree/certificate 3 = Some technical college computer-related courses 4 = Technical college computer-related degree 5 = Some university computer-related courses 6 = University computer-related Bachelor s degree 7 = University computer-related Graduate (MS, PhD) degree 8 = No IT/computer-related formal schooling 4

5 ITTRAIN What best describes IT training besides formal schooling ITTRAOTH 1 = Training for certification 2 = Company provided training courses/seminars (besides certification training) 3 = Other training sources/seminars (not provided by a company; not including Web-based training) 4 = Self-taught (without formal courses or training, but including Web-based training) 5 = Former work experience 6 = Other (please specify ) a text variable for other IT training besides formal schooling SALARY In what range is your annual salary in your current position? 1 = Below $25,000 2 = $25,000 - $34,000 3 = $35,000 - $44,000 4 = $45,000 - $54,000 5 = $55,000 - $64,000 6 = $65,000 - $74,000 7 = $75,000 - $84,000 8 = $85,000 - $94,000 9 = $95,000 or above CHARACTERISTICS OF THE WORK ENVIRONMENT *NOTE* RE means that the original variables are recorded. JOB DEMANDS (adapted from Quinn et al., 1971 and Caplan et al., 1975) [1-5] DEMAND = MEAN (DEMAND1, DEMAND2, DEMAND3, DEMAND4, DEMAND5, DEMAND6, DEMAND7) 5

6 ROLE AMBIGUITY (Caplan et al., 1975) [1-5] COMPUTE RERAMBI1 = 6 RAMBIG1 COMPUTE RERAMBI2 = 6 RAMBIG2 COMPUTE RERAMBI3 = 6 RAMBIG3 COMPUTE RERAMBI4 = 6 RAMBIG4 RAMBIG = MEAN (RERAMBI1, RERAMBI2, RERAMBI3, RERAMBI4) DECISION CONTROL (McLaney & Hurrell, 1988) [1-5] DECISION = MEAN (DECISIO1, DECISIO2, DECISIO3, DECISIO4) CHALLENGE (Seashore et al, 1982) [1-7] COMPUTE RECHALL2 = 8-CHALL2 CHALL = MEAN(CHALL1, RECHALL2, CHALL3, CHALL4) SUPERVISOR SUPPORT (Caplan et al., 1975) [1-4] SUPSOC = MEAN(SUPSOC1, SUPSOC2, SUPSOC3, SUPSOC4) CO-WORKER SOCIAL SUPPORT (Caplan et al., 1975) [1-4] COSOC = MEAN(COSOC1, COSOC2, COSOC3, COSOC4) FAMILY SOCIAL SUPPORT FAMSOC = MEAN (FAMSOC1, FAMSOC2, FAMSOC3, FAMSOC4) ORGANIZATIONAL FACTORS WORK CONFLICT (Wortman, Biernat, & Lang 1991) [1-5] WCONF = MEAN (WCONF1,WCONF2, WCONF3, WCONF4, WCONF5) FAMILY CONFLICT (Wortman, Biernat, & Lang 1991) [1-5] FAMCONF = MEAN (FAMCONF1,FAMCONF2,FAMCONF3) WORK/FAMILY CONFLICT WFCONF = MEAN (WFCONF1, WFCONF2, WFCONF3) 6

7 TRAINING OPPORTUNITIES (Lehto and Sutela, 1999) [1-4] TRAINING SCENARIOS TRACOM1 TRACOM1D TRACOM2 TRACOM2D TRACOM3 TRACOM3D TRACOM4 TRACOM4D Answered in numbers of full days Answered in numbers of full days Answered in numbers of full days Answered in numbers of full days TRAINING (Lehto and Sutela, 1999) [1-4] TRAINING = MEAN(TRAIN1, TRAIN2, TRAIN3, TRAIN4, TRAIN5, TRAIN6, TRAIN7, TRAIN8, TRAIN9) DEVELOPMENT ACTIVITIES (Igbaria and Wormley, 1992) [1-5] DEVEL = MEAN(DEVEL1, DEVEL2, DEVEL3, DEVEL4, DEVEL5) 0 = Have not participated in this type of activity CAREER ADVANCEMENT (Nixon, 1985b) [1-4] COMPUTE RECARE1 = 6 CAREER1 COMPUTE RECARE3 = 6 - CAREER3 COMPUTE RECARE5 = 6 - CAREER5 CAREER = MEAN(RECARE1, CAREER2, RECARE3, CAREER4, RECARE5, CAREER6, CAREER7, CAREER8, CAREER9, CAREER10) 7

8 DISCRIMINATION (HAS EXPERIENCED SELF) (Lehto and Sutela, 1999) DSCEXP1 DSCEXP2 DSCEXP3 DSCEXP4 DSCEXP5 Code as DSCEXP6 DSCEXP7 DSCEXP8 DSCEXP9 8

9 DSCEXP10 DSCEXP11 DSCEXP12 DSCEXP13 DSCEXP14 Code as DSCEXP15 DSCEXP16 DSCEXP17 9

10 DISCRIMINATION (OCCURS AT OWN WORKPLACE) (Lehto and Sutela, 1999) DISCR1 DISCR2 DISCR3 DISCR4 DISCR5 DISCR6 DISCR7 DISCR8 DISCR9 10

11 DISCR10 DISCR11 DISCR12 DISCR13 DISCR14 DISCR15 DISCR16 DISCR17 DISCRIMINATION (ETHNICITY) (Sanchez & Brock, 1996) [1-4] Recode 9 as = Missing DSCET = MEAN(DSCET1, DSCET2, DSCET3,DSCET4,DSCET5, DSCET6, DSCET7 DSCET8, DSCET9, DSCET10) 11

12 CORPORATE FIT (Nixon 1985a) [1-4] COMPUTE RECORP3 = 6 - CORP3 COMPUTE RECORP7 = 6 - CORP7 COMPUTE RECORP9 = 6 - CORP9 CORP8 Recode 9 as = Missing CORP = MEAN(CORP1, CORP2, RECORP3, CORP4, CORP5, CORP6, RECORP7, CORP8, RECORP9, CORP10, CORP11, CORP12, CORP13) FLEXIBLE WORK PRACTICES (Vandenberg et al, 1999) FLEX1 1 = Checked FLEX2 1 = Checked FLEX3 1 = Checked FLEX4 1 = Checked FLEX5 1 = Checked FLEX6 1 = Checked FLEX7 1 = Checked FLEX8 1 = Checked FLEX9 1 = Checked FLEX10 1 = Checked FLEX11 1 = Checked 12

13 FLEX12 1 = Checked FLEXOTH a text variable OPTIONS SUFFICIENT FOR NEEDS FLEXSUF DISCOURAGED FROM TAKING ADVANTAGE FLEXNEG REWARDS (Vandenberg et al, 1999) [1-4] REWARD = MEAN (REWARD1, REWARD2, REWARD3, REWARD4, REWARD5, REWARD6, REWARD7, REWARD8) JOB FUTURE UNCERTAINTY JOBFUT = MEAN (JOBFUT1, JOBFUT2, JOBFUT3, JOBFUT4) QUALITY OF WORKING LIFE JOB SATISFACTION (Quinn et al. 1971) RECODE JOBSAT1 (1=5) (2=3) (3=1) (4=1) RECODE JOBSAT2 (1=5) (2=3) (3=1) RECODE JOBSAT3 (1=5) (2=3) (3=1) RECODE JOBSAT4 (1=5) (2=3) (3=1) RECODE JOBSAT5 (1=5) (2=3) (3=1) JOBSAT = MEAN (JOBSAT1, JOBSAT2, JOBSAT3, JOBSAT4, JOBSAT5) ORGANIZATIONAL INVOLVEMENT (Cook and Wall, 1980) [1-7] COMPUTE REORGIN1 = 8 - ORGINV1 ORGINV = MEAN (REORGIN1, ORGINV2, ORGINV3) 13

14 FATIGUE (Swanson, 1998) [1-5] FATIGUE = MEAN(FATIGUE1, FATIGUE2, FATIGUE3) TENSION (Swanson, 1998) [1-5] TENSION = MEAN(TENSION1, TENSION2, TENSION3) BURNOUT: EMOTIONAL EXHAUSTION (Maslach, 1986, Schaufeli et al, 1998) BURNOUT = MEAN (BURNOUT1, BURNOUT2, BURNOUT3, BURNOUT4, BURNOUT5, BURNOUT6) INTENTION TO TURNOVER (Seashore et al, 1982) LIKELY TO LOOK FOR NEW JOB INTENT REASONS FOR LEAVING CURRENT JOB TURN1 1 = Checked TURN2 1 = Checked TURN3 1 = Checked TURN4 1 = Checked TURN5 1 = Checked TURN6 1 = Checked TURN7 1 = Checked TURN8 1 = Checked TURN9 1 = Checked 14

15 TURN10 1 = Checked TURN11 1 = Checked TURN12 1 = Checked TURN13 1 = Checked TURN14 1 = Checked TURN15 1 = Checked TURN16 1 = Checked TURN17 1 = Checked TURN18 1 = Checked TURN19 1 = Checked TURN20 1 = Checked TURN21 1 = Checked TURNOTH a text variable for other reason for leaving current job INTENTIONS AFTER TURNOVER TURNINT1 1 = Checked TURNINT2 1 = Checked 15

16 TURNINT3 1 = Checked TURNINT4 1 = Checked TURNINT5 1 = Checked TURNINT6 1 = Checked TURNINOT a text variable for other intentions after turnover BACKGROUND INFORMATION GENDER 1 = male 2 = female ETHNIC 1 = Asian/Pacific Islander 2 = Black/African American, not of Hispanic origin 3 = Hispanic 4 = Native American (American Indian or Alaskan Native) 5 = White, not of Hispanic origin 6 = Other AGE What is your age? Should be expressed in years 16

17 MARIT Marital status 1 = Married 2 = Single 3 = Separated 4 = Divorced 5 = Widowed 6 = Living with partner CHILD Do you have children? 1 = No 2 = Yes CHILDHOM If you do have children, how many of them are living at home? Should be expressed as number of children CHILDYOU How many of them are age 6 or younger? Should be expressed as number of children 17

18 REFERENCES Caplan, R. D., Cobb, S., French, J. R. P., Harrison, R. V. & Pinneau, S. R. (1975). Job demands and worker health. Washington DC: US Government Printing Office. Carayon-Saintford, P. (1990) Perceptions of work environment and psychological strain across categories of office jobs. Proceedings of the Human Factors Society 34 th Annual Meeting. pp Cook, J. & Wall, T. D. (1980). New work attitudes measures of trust, organizational commitment, and personal need non-fulfillment. Journal of Organizational Psychology, 53, Igbaria, M. & Greenhaus, J. H. (1992). Determinants of MIS employees' turnover intentions: A structural equation model. Association for Computing Machinery. Communications of the ACM, 35(2), Lehto, A.-M. & Sutela, H. (1999). Efficient, More Efficient, Exhausted: Findings of Finnish Quality of Work Life Surveys Helsinki: Statistics Finland. Maslach, C., & Jackson, S. (1986). Maslach Burnout Inventory Manual (Second ed.). Palo Alto, CA: Consulting Psychologists Press. McLaney, M. A. & Hurrell, J. J. J. (1988). Control, stress, and job satisfaction in Canadian nurses. Work and Stress, 2(3), Nixon, R. (1985a). Black Managers in Corporate America: Alienation or Integration? Washington D.C.: National Urban League. Nixon, R. (1985b). Climbing the Corporate Ladder: Some Perceptions Among Black Managers. Washington DC: National Urban League. Quinn, R., Seashore, S., Kahn, R., Mangion, T., Cambell, D., Staines, G. & McCullough, M. (1971). Survey of Working Conditions: Final Report on Univariate and Bivariate Tables. Washington, D.C.: U.S. Government Printing Office, Document No Sanchez, J. I. & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: Is diversity management a luxury or a necessity? Academy of Management Journal, 39(3), Seashore, S. E., Lawler, E. E., Mirvis, P. & Cammann, C. (Eds.). (1982). Observing and measuring organizational change: A guide to field practice. New York: John Wiley & Sons. 18

19 Vandenberg, R. J., Richarson, H. A. & Eastman, L. J. (1999). The impact of high involvement work processes on organizational effectiveness: A second-order latent variable approach. Group and Organization Management, 24(3),