Purpose

This study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.

Design/methodology/approach

3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.

Findings

Results showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).

Originality/value

This study is rare, and it can be used by the managers working in the IT industry.

中文翻译：

---

IT人员离职意愿相关变量的元分析

目的

本研究旨在调查信息技术 (IT) 人员的工作满意度、组织承诺和离职意愿之间的关系。

设计/方法/方法

1998 年至 2019 年间发表的 3,844 项研究在 ScienceDirect、Scopus 和 ProQuest 数据库中进行了筛选。10,523名被试构成了工作满意度与离职倾向关系的第一组数据，7,903名被试构成了组织承诺与离职倾向关系的第二组数据集，843名被试构成了授权与离职倾向关系的第三组数据集， 3,430 名受试者形成了关于工作满意度与组织承诺之间关系的第四个数据集。

发现

结果表明，工作满意度和组织承诺之间关系的效应大小最强（r  = 0.59）。工作满意度与离职意向之间的关系效应大小（r  = -0.50），以及组织承诺与离职意向之间关系的效应大小（r  = -0.51）也很大。但授权与离职意向之间关系的影响大小为中等（r  = -0.34）。

原创性/价值

这项研究很少见，可供从事 IT 行业的管理人员使用。