Purpose

The purpose of this paper is to investigate how emotional experience factors affect the obligation-related commitment. The emotional experience factors consist of positive factor, job satisfaction and negative factor, and emotional exhaustion from the study of Wong and Tay (2010); both facets have been studied with affective commitment but yet lack of study about normative commitment. Affective and normative commitments are both components of organizational commitment; while affective commitment refers to the intention of keeping the position because of the desire but not by any other attachment, whereas normative commitment is defined as staying for the reasons related to obligation. Also, by applying withdrawal construct of validation of job-hopping behavior, a connection was constructed between normative commitment and the two separated motives of job-hopping behavior, advance motive and escape motive (Lake et al., 2017).

Design/methodology/approach

To achieve such objectives, quantitative research is implicated using the primary data collected from online and offline surveys from employees who are currently working in many information technology (IT)-related companies in Ho Chi Minh City. As for analyzing tactic and method, SmartPLS software is applied to ensure the reliability and validity of the factors as well as confirming the significant and developing the hypotheses from the proposed construct.

Findings

The findings reveal the significant affect from workplace escape motive that leads to the behavior of job hop, but not from the career enhancement. The result also revealed the effect of indebted obligation when most of the employees maintain the low level of normative commitment and the proper increase in emotional exhaustion and job satisfaction can help to improve the normative commitment of such employees.

Originality/value

This study makes its contribution and recommendations to human resource management in IT industry.

中文翻译：

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跳槽行为的决定因素：以信息技术行业为例

目的

本文的目的是研究情绪体验因素如何影响与义务相关的承诺。情绪体验因素包括积极因素，工作满意度和消极因素，以及Wong和Tay（2010）研究的情绪衰竭；这两个方面都对情感承诺进行了研究，但缺乏对规范承诺的研究。情感承诺和规范承诺都是组织承诺的组成部分；情感承诺是指由于欲望而不是任何其他依恋而保持职位的意图，而规范承诺被定义为与义务有关的原因而留下。此外，通过应用跳槽行为验证的退出构造，等。, 2017)。

设计/方法/方法

为了实现这些目标，需要使用从目前在胡志明市许多信息技术 (IT) 相关公司工作的员工的在线和离线调查收集的主要数据进行定量研究。在分析策略和方法方面，应用SmartPLS软件来保证因子的信度和效度，并从所提出的结构中确认显着性和发展假设。

发现

研究结果揭示了导致跳槽行为的工作场所逃避动机的显着影响，而不是来自职业提升的显着影响。结果还揭示了当大多数员工保持低水平的规范承诺时，负债的作用，适当增加情绪耗竭和工作满意度有助于提高此类员工的规范承诺。

原创性/价值

本研究对IT行业的人力资源管理做出了贡献和建议。