Publisher's Synopsis
Retention of valuable information systems (IS) personnel has become increasingly more difficult over the past decade, even during the current economic downturn (ITAA, 2002). The United States Air Force (AF) also suffers from declining retention of its enlisted IS workforce. This research studies the job satisfaction-to-turnover intention relationship of AF IS workers through extensions to the Mobley et al. (1979) turnover model by assessing the effects of work exhaustion (Moore, 2000), interrole conflict (Hom and Kinicki, 2001), and perceived cohesion (Bollen and Hoyle, 1990) to determine if those with high work exhaustion, high interrole conflict, and low perceived cohesion report lower satisfaction and higher turnover intention than those with low work exhaustion, low interrole conflict, and high perceived cohesion.
