Study On The Factors Influencing Woman Turnover In IT Industry

With the rapid developing, IT industry needs a large amount of talents while employee turnover happens frequently. Among people who quit their job, women shouldn't be neglected. However, the research on women turnover in IT industry is rare in China. Based on literature study, this dissertation develops a casual model of women turnover intention, conducts an empirical study among IT staff, considers the determinants of woman turnover intention in IT.The study is composed of two stages. The first stage is the analysis and modeling stage, which introduced into two comparatively new variables: work-family conflict and masculine culture. The second stage is the confirmatory stage. The data used in the research were collceted by a questionnaire survey for women, conducted in IT enterprises in Beijing, Shanghai, Hangzhou, Shenzhen and Kunming. Then analysis of variance is employed to analysis the demographic characteristics which influence the women turnover intention. Finally, structural equation modeling (SEM) is employed to validate the model.The study finds that woman demographic characteristics differences, such as tenure, department and sex proportion in the department, have significant effect on the turnover intentions of women in IT. The model is validated: the efects of the significant exogenous variables on the mediate variables and dependent variables, as well as the effects of the mediate variables on the dependent variables, are consistent with the hypotheses derived from the model; the model shows acceptable fit index to the data. Work-family conflict has direct and significant effect on turnover intention. Masculine culture also shows significance.The research finds that work-family conflict, career develpmemt support, career prospect, masculine culture and organizational justice variables have greater totoal effect on woman turnover intention in IT industry. According to this finding, the author put forward four suggestions for IT enterprises to retain women at the conclusions of the dissertation. The four suggestions are as follows: create work environment to support family responsibilities; attach importance to the career...