Career orientations and turnover intentions of information systems professionals in South Africa

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dc.contributor.advisorSmith, Dereken_ZA
dc.contributor.authorSpeight, Hilaryen_ZA
dc.date.accessioned2014-07-31T12:17:44Z
dc.date.available2014-07-31T12:17:44Z
dc.date.issued2004en_ZA
dc.descriptionBibliography: leaves 93-103.
dc.description.abstractManaging Information Systems (IS) personnel has frequently been cited as a major challenge for organisations, particularly with respect to reducing and controlling the high rate of turnover that IS personnel have historically displayed. In the past, with demand for qualified IS personnel outstripping supply, alternative job openings were plentiful and organisations found it difficult to attract and retain sufficient staff. However, the last few years have seen significant cutbacks in IS spending, resulting in declining growth rates and a reduced demand for IS personnel. Although the South African IS job market does not appear to be as severely affected as in other parts of the world, and there are still pockets of high demand worldwide, it seems unlikely that the IS industry will return to its former glory in the foreseeable future. Despite these stringent market conditions, organisations continue to be plagued with high, and even more surprisingly, increasing turnover rates. This trend is particularly perturbing for organisations that are highly dependent on IS because of its negative implications. Employee turnover is costly and disrupting, often leading to delays in project completion, there is a loss of valuable expertise and productivity of the IS department is reduced. Although, this research project only considered IS personnel turnover at the individual level, there are many other factors related to the work and external environments that are believed to affect IS personnel turnover in South Africa. However, these factors which include organisational structure, perceived job market and government policy, are very difficult to measure and are often beyond the control of organisations endeavouring to reduce and control turnover; and as such were not explicitly studied.en_ZA
dc.identifier.apacitationSpeight, H. (2004). <i>Career orientations and turnover intentions of information systems professionals in South Africa</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Department of Information Systems. Retrieved from http://hdl.handle.net/11427/5655en_ZA
dc.identifier.chicagocitationSpeight, Hilary. <i>"Career orientations and turnover intentions of information systems professionals in South Africa."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Department of Information Systems, 2004. http://hdl.handle.net/11427/5655en_ZA
dc.identifier.citationSpeight, H. 2004. Career orientations and turnover intentions of information systems professionals in South Africa. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Speight, Hilary AB - Managing Information Systems (IS) personnel has frequently been cited as a major challenge for organisations, particularly with respect to reducing and controlling the high rate of turnover that IS personnel have historically displayed. In the past, with demand for qualified IS personnel outstripping supply, alternative job openings were plentiful and organisations found it difficult to attract and retain sufficient staff. However, the last few years have seen significant cutbacks in IS spending, resulting in declining growth rates and a reduced demand for IS personnel. Although the South African IS job market does not appear to be as severely affected as in other parts of the world, and there are still pockets of high demand worldwide, it seems unlikely that the IS industry will return to its former glory in the foreseeable future. Despite these stringent market conditions, organisations continue to be plagued with high, and even more surprisingly, increasing turnover rates. This trend is particularly perturbing for organisations that are highly dependent on IS because of its negative implications. Employee turnover is costly and disrupting, often leading to delays in project completion, there is a loss of valuable expertise and productivity of the IS department is reduced. Although, this research project only considered IS personnel turnover at the individual level, there are many other factors related to the work and external environments that are believed to affect IS personnel turnover in South Africa. However, these factors which include organisational structure, perceived job market and government policy, are very difficult to measure and are often beyond the control of organisations endeavouring to reduce and control turnover; and as such were not explicitly studied. DA - 2004 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2004 T1 - Career orientations and turnover intentions of information systems professionals in South Africa TI - Career orientations and turnover intentions of information systems professionals in South Africa UR - http://hdl.handle.net/11427/5655 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/5655
dc.identifier.vancouvercitationSpeight H. Career orientations and turnover intentions of information systems professionals in South Africa. [Thesis]. University of Cape Town ,Faculty of Commerce ,Department of Information Systems, 2004 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/5655en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentDepartment of Information Systemsen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherInformation Systemsen_ZA
dc.titleCareer orientations and turnover intentions of information systems professionals in South Africaen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMBusScen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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