DOES ORGANIZATIONAL TECHNOLOGY ACCEPTANCE MODERATE JOB SATISFACTION AND TURNOVER INTENTIONS?

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Lewis, S. (2020). DOES ORGANIZATIONAL TECHNOLOGY ACCEPTANCE MODERATE JOB SATISFACTION AND TURNOVER INTENTIONS?. Unc Charlotte Electronic Theses And Dissertations.
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Abstract

Often, we become so comfortable with the presence of technology in our daily lives that we do not fully consider how much technology impacts turnover intentions and job satisfaction in the workplace. Much has been researched in the way of job satisfaction and turnover intentions. However, little research has been done specifically to understand the role that technology acceptance may play in influencing the relationship between job satisfaction and turnover intentions. This research suggests that elements of organizational technology acceptance moderate the relationship between job satisfaction and turnover intentions. I obtained data via an electronic questionnaire completed by full-time US employees across several industries (n = 349). Significant associations were observed with turnover intentions and each of the following variables, Age (B = -.201, p<.001), job satisfaction (B = -0.193, p<.01) performance expectancy (B = 0.219, p<.01) and facilitating conditions (B = - 0.232, p<.05). There were two significant moderating effects, the first is attributed to facilitating conditions (B = .363, p < .01) and the second is attributed to behavioral intention (B = -.338, p<.01). The findings confirm that job satisfaction is associated with turnover intentions. Technology acceptance was partially shown to moderate the association between job satisfaction and turnover intentions.

Details
Author

Lewis, Sharon

Title

DOES ORGANIZATIONAL TECHNOLOGY ACCEPTANCE MODERATE JOB SATISFACTION AND TURNOVER INTENTIONS?

Physical Description

1 online resource (157 pages) : PDF

Date

2020

Degree Granting Institution

University of North Carolina at Charlotte

Abstract

Often, we become so comfortable with the presence of technology in our daily lives that we do not fully consider how much technology impacts turnover intentions and job satisfaction in the workplace. Much has been researched in the way of job satisfaction and turnover intentions. However, little research has been done specifically to understand the role that technology acceptance may play in influencing the relationship between job satisfaction and turnover intentions. This research suggests that elements of organizational technology acceptance moderate the relationship between job satisfaction and turnover intentions. I obtained data via an electronic questionnaire completed by full-time US employees across several industries (n = 349). Significant associations were observed with turnover intentions and each of the following variables, Age (B = -.201, p<.001), job satisfaction (B = -0.193, p<.01) performance expectancy (B = 0.219, p<.01) and facilitating conditions (B = - 0.232, p<.05). There were two significant moderating effects, the first is attributed to facilitating conditions (B = .363, p < .01) and the second is attributed to behavioral intention (B = -.338, p<.01). The findings confirm that job satisfaction is associated with turnover intentions. Technology acceptance was partially shown to moderate the association between job satisfaction and turnover intentions.

Genre

doctoral dissertations

Subjects--Topics

Organizational behavior
Information technology
Industrial management

Degree

D.B.A.

Keywords

Employee Turnover
Job Satisfaction
Technology Acceptance
Work Motivation

Subject Area

Business Administration

Advisor(s)

Silver, Reginald

Committee Members

Stanley, Laura
Ames-Stuart, Jennifer
Kellermanns, Franz

Degree Note

Thesis (D.B.A.)--University of North Carolina at Charlotte, 2020.

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Rights Holder Information

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Identifier

Lewis_uncc_0694D_12415

Permalink

http://hdl.handle.net/20.500.13093/etd:2525