A Brief Note On Euthanasia And Physician Assisted Suicide

Support the Right to Choose-Euthanasia Shawnna Meyer ENGL 111-02F Professor Heather Burford April 20, 2016 Situational Analysis: This essay is a formal academic manuscript that was written to provide personal bias about the topic of euthanasia or physician-assisted suicide. More specifically the essay addresses the religious aspects of this topic and what role it plays in the conflict. I, the author, am applying to the nursing school at IVY Tech. The audience for this piece of writing will be other nursing students whom will also be involved in this complicated topic. These students will be enrolled in the IVY Tech Nursing program, in the next two years. There are many people will not be directly affected by this topic. Hopefully, this essay will provide an educated opinion for these nursing students. The goal is to persuade any of them to think or acknowledge this controversial topic. The goal is for students to focus on this relevant issue in their soon to be workplace before the conflict is front and center with one of their patients. Many people are brought up with one belief or the other. This e ssay provides one perspective on the this topic. It pushes the reader to ask him/herself questions, which they may not have done previously. Medical practitioners need to know where they stand on this issue, instead of making decisions themselves while being in fear of being prosecuted or torn between socially accepted norms and compassion.Show MoreRelatedA Brief Note On Physician Assisted Suicide And Euthanasia1142 Words   |  5 Pages Before I start, I want you all to know that this speech is meant to challenge your beliefs and show there are always two sides of the story. Physician Assisted Suicide (PAS) is a very touchy subject; some people are passionately for it and some people are passionately against. Everyone has their own personal views or personal opinions but this is one of the situations where you would not know what you would do unless you were in that particular-situation. Some people choose to die with dignityRead MoreEuthanasia Is The Other Form And It Takes Place Against The Patient s Consent1005 Words   |  5 PagesInvoluntary euthanasia is the other form and it takes place against the patient’s consent. Finally, non-voluntary euthanasia is whereby a physician carries out the act despite the fact that the patient does not have the ability to make the decision. To understand the slippery slope here, it is important to take note of the fact that all these forms of euthanasia are morally demeaning since they do not uphold the right to life. Legalizing PAS would, therefore, imply that the right to life is beingRead MoreThe Ethi cal Issue Of Physician Assisted Suicide1580 Words   |  7 Pagessurrounding physician assisted suicide. By exploring Aristotle’s work through primary and secondary sources, this paper will discuss the greater good and happiness as it relates to not only the patient or physician, but as a member of a greater social circle and that of society because to Aristotle the role of the individual is less important than their social obligations and role. This paper aims to use the rationale of natural law and of Aristotle to explore the prospects of physician assisted suicideRead MoreCarter Vs. Canada Attorney General1666 Words   |  7 PagesCarter vs Canada Attorney General Case brief: The heated case between, Carter v Canada Attorney General made many headlines across the nation, this case in particular talked about physician-assisted death which was going against the Charter rights and freedom. In other words this act was opposing the guidelines of our Charter. The Carter case began on April of 2011, how it arrived to the supreme court of Canada was a 65 year old woman named Gloria Taylor had ALS. SheRead MoreThe Death Of Euthanasia And Euthanasia3752 Words   |  16 Pages Euthanasia has long been a topic of debate and can be characterized as indirectly or directly bringing about the death of another person for that person’s sake. Forms of euthanasia that are most commonly brought up include passive euthanasia, which is the legalized practice where someone is allowed to die by not doing something that would prolong life, and active euthanasia, which involves performing an action that directly causes someone to die. Furthermore, they can be further differentiatedRead MoreCanada s New Laws Regarding Doctor Assisted Suicide1828 Words   |  8 PagesAccording to the Criminal Code of Canada, physician-assisted suicide is illegal in Canada. However, due to the changing minds of Canadians and their values over a course of time, Canada created new laws that directed the act of assisted suicide by a physician. However, it is an ongoing debate whether these laws are problematic or beneficial. Canada’s new laws regarding doctor-assisted suicide ar e effective because patients can die with dignity, there are benefits to the healthcare system and thereRead More Euthanasia Must Not Be Legalized Essays2091 Words   |  9 PagesPresently, many cases of euthanasia had occurred around the world. Many a time we will stop and ask whether the person has anymore hope to live as a normal person. At the end it is left to the court to decide whether the people live or die. But why does the patient or the guardian choose euthanasia when they can live a longer time with their loved ones. Some might ask whether it is worth to see your loved ones suffering, wouldn’t it be better to end the suffering? To answer this question weRead MoreEssay on Active Euthanasia, Free Will and Autonomy1945 Words   |  8 PagesActive Euthanasia, Free Will and Autonomy Medicine in the hands of a fool has always been poison and death. -C. J. Jung Euthanasia, from the Greek, quite literally means the good death. Advocates of euthanasia, offer it as a solution for the emotional, psychological and physiologic suffering of terminally ill patients. The type of euthanasia, which is presently under debate, is called active euthanasia and is defined as an act performed by an individual to bring about the deathRead More Jack Kevorkian Essay1774 Words   |  8 Pagesand local doctors; Janet Adkins decided she didn ¹t want to undergo the sustained mental deterioration that Alzheimer ¹s Disease caused (Uhlman 111). She began to realize she had the disease when she started forgetting songs and failed to recognize notes as she played the piano (Filene 188).  ³She read in Newsweek about Dr. Jack Kevorkian and his Å’Mercitron ¹ machine, then saw him on the Å’Donahue ¹ Television show ² (Filene 188). With her husband ¹s consent but objections by sons and doctors, she telephonedRead MoreAruna Shanbaug Case - Supreme Co urt of India14522 Words   |  59 PagesMr. T. R. Andhyarujina, learned Senior Counsel, whom we had appointed as amicus curiae, Mr. Pallav Sisodia, learned senior counsel for the Dean, KEM Hospital, Mumbai, and Mr. Chinmay Khaldkar, learned counsel for the State of Maharashtra. 2 2. Euthanasia is one of the most perplexing issues which the courts and legislatures all over the world are facing today. This Court, in this case, is facing the same issue, and we feel like a ship in an uncharted sea, seeking some guidance by the light thrown

Master Harold And The Boys Essay Example For Students

Master Harold And The Boys Essay The play Master Harold and the Boys by Athol Fugard takes place in a small Tea House in Port Elizabeth in South Africa. The play starts off with Sam and Willie, two black servants at the restaurant cleaning and talking about a ballroom dance tournament coming up. Hally, a teenage white boy whose parents own the restaurant walks in after coming from school and begins to have a conversation with Sam and Willie. In the period of only an hour and a half or so, Sam, Willie, and Hally give a small glimpse of a very big problem. Through past memories they talk about the differences between the white and the blacks from education, to employment, to overall segregation, and to the relationships blacks and whites have with each other. In the play, Sam and Willie play servants who work at a restaurant owned by Hallys parents. They have a low level job and arent paid much. They are ordered around to basically do everything from cleaning the floors to serving the food. While Hallys parents sit back and reap all the profits, Sam and Willie work hard to barely get paid anything. Hally and Sam later have a discussion about the Jubilee House, which was a boarding house Hallys parents used to own. Hally describes the Jubilee house as not the best times of his life. Sam and Willie were also servants at the Jubilee house and they lived in the servants quarters, which was separate from the boarding house. After Hally comes home from school, Sam takes a look at some of his books and asks him questions about what he doesnt understand or know. They go on to have a discussion about Men of Magnitude trying to agree on someone they both think has made an important contribution to the world. After suggesting several names, Sam and Hally eventually agree on Sir Alexander Fleming, the inventor/discoverer of penicillin, as being a man of magnitude who has done something to benefit the world. Sam is very motivated to learn but he never had the opportunity since he is black and the education system for blacks is much poorer than for whites. For years when Hally was in school, Sam would take a peek at his books or ask him questions about what he was learning. Sam is very motivated to learn and since he never had the opportunity to go to school, he had to learn secondhand from what Hally was learning. Sam credits himself as the reason why Hally started doing better in school. They pushed each other to learn more and do better. The play gives a couple of examples of everyday segregation. One of the first examples also is tied in with the working conditions during the apartheid era. Sam and Willie are servants, which is a low level job. Also, they happen to work in an all white city, and the only reason they are allowed to be in that city is because they work there. Another example is when Sam and Hally are flying the kite, and Sam tells Hally that he has to leave. When Hally asks Sam why he has to leave he tells Hally that he has to go do work. Later in the play he explains to Hally that he couldnt sit and stay with him because it was a whites only bench. Near the end of the book Sam recalls a memory he had about helping out Hallys father. He remembers Hally asking him to come and help retrieve his father, who was passed out drunk in a hotel. Hally first had to go into the hotel to ask permission for Sam to come in and help out his father. Sam threw Hallys father over his back and carried him home where they then cleaned him up and put him to bed. The play shows a glimpse of the relationship between the blacks and the whites. When Hally first enters the store, he greets Sam and Willie as if they are his friends, not his servants. .uaec663f7636210fb01bfc4898be4bfab , .uaec663f7636210fb01bfc4898be4bfab .postImageUrl , .uaec663f7636210fb01bfc4898be4bfab .centered-text-area { min-height: 80px; position: relative; } .uaec663f7636210fb01bfc4898be4bfab , .uaec663f7636210fb01bfc4898be4bfab:hover , .uaec663f7636210fb01bfc4898be4bfab:visited , .uaec663f7636210fb01bfc4898be4bfab:active { border:0!important; } .uaec663f7636210fb01bfc4898be4bfab .clearfix:after { content: ""; display: table; clear: both; } .uaec663f7636210fb01bfc4898be4bfab { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uaec663f7636210fb01bfc4898be4bfab:active , .uaec663f7636210fb01bfc4898be4bfab:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uaec663f7636210fb01bfc4898be4bfab .centered-text-area { width: 100%; position: relative ; } .uaec663f7636210fb01bfc4898be4bfab .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uaec663f7636210fb01bfc4898be4bfab .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uaec663f7636210fb01bfc4898be4bfab .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uaec663f7636210fb01bfc4898be4bfab:hover .ctaButton { background-color: #34495E!important; } .uaec663f7636210fb01bfc4898be4bfab .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uaec663f7636210fb01bfc4898be4bfab .uaec663f7636210fb01bfc4898be4bfab-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uaec663f7636210fb01bfc4898be4bfab:after { content: ""; display: block; clear: both; } READ: Compare the presentation of your chosen character in the play with the presentation of the same character in an adaptation of the play EssayThey have the discussion about men of magnitude and then Hally begins to ask Sam and Willie questions about the ballroom dance tournament so he can write a paper about it. Right in the middle of talking about the ballroom dance tournament, Hally receives a phone call from his mother telling him that his father who is in the hospital is coming home. They argue on the phone for a couple minutes and when he gets off his mood changes and he begins to order Sam and Willie around. He begins to make fun of his father for being a cripple when Sam interjects and tells Hally to stop making fun of his father. Thats when Hally begins to make fun of Sam. He eventually orders Sam to call him Master Harold, and not Hally. Sam refuses to be lowered to that level and Hally spits in his face. After almost hitting Hally, Sam gives in and begins to call him Master Harold. Sam then begins to recall some memories he had. He tells Hally that he had a dream for him. He didnt want Hally to be like his parents and be racist. He wanted Hally to look at life a different way. He tells Hally that he has failed him.

Role of women in the church

The roles that women play in church leadership today have been of critical importance in enhancing performance of church ministries in both complementary and active roles. Credible studies on egalitarianism indicate that the intention of God regarding church ministry and leadership roles has been that both men and women serve in equal positions and status.Advertising We will write a custom essay sample on Role of Women in the Church specifically for you for only $16.05 $11/page Learn More Rakate points out that the perspective of biblical equality embraces skin color, religion and gender while supporting the fact that God created individuals equally with same responsibilities to serve him.1 However, different viewpoints from complementarianism and egalitarianism on the role of women in the church have been areas of critical importance. It is against this backdrop that this paper takes a critical look at the role of women in church ministry. To begin with , the term elder in the new testament (also called presbusteros) has been used several times to refer to the seventy disciples documented in Luke 10: 1-24, to the twelve apostles in Luke 6: 12-16 as well as other individuals who were in authority and held leadership roles in a Christian assembly. Hamman points out that the term elder in the New Testament did not denote age, but represented both character and position of a person in terms of honor, experience, dignity and maturity.2 A deacon in original biblical language ‘Diakoneo’ refers to a servant. The term has been used 34 times in the New Testament to refer to a person serving at the table with examples from Acts 6:1 and Luke 10:41. According to acts 6:3-5, the core qualifications of an individual filling the office of a deacon include good reputation, use of wisdom and manifestation of the Holy Spirit in his or her life. Other possible qualifications include being internally dynamic and good looking. On the other hand, the qualifications of an elder are too many as indicated by Paul in Titus 1: 6-9 and also in 1Timothy. They include having a good reputation, a long term convert, ability to manage household well, patient, forbearing, hospitable, teachable, respectable, sober, faithfully married to one wife and blameless of any questionable character. One of the fundamental issues in Christian ministry regarding the involvement of women in the ministry has been whether or not they should serve as deacons and elders. Paul in 1st Timothy 2: 9-15 strongly opposes women assuming leadership roles while favoring complementarianism. He says in verse twelve of Timothy 2: 9-15 that â€Å"I do not permit a woman to teach or to exercise authority over a man; rather, she is to remain quiet.†3Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More This statement has been repeated several times in 1 Corinthians 14:1 3, Titus 1: 6-9 and 1st Timothy 3: 1-13 and strongly indicates that leadership positions are a domain of men. The crux of the argument is that although God created men and female to be equal, it did not imply that the roles and functions they were to carry out were to be similar.4 Conversely, egalitarianism favors women and leadership roles. In Galatians 3:28, Paul says that â€Å"there is neither Jew nor Greek, there is neither slave nor free, there is no male and female, for you are all one in Christ Jesus.†5 However, it would be hasty to interpret Paul’s position to mean that women are equal with men in terms of leadership roles. The fact that men and women are one in Christ refers to faith and salvation which is offered to all regardless of gender, race or economic status, and not leadership roles. However, it is imperative to note that outside the church, women leadership roles are applicable, though it is abundantly clear that it has not been an easy affair as me n still dominate many leadership positions. In the church, women have made immense contributions in complementary roles and in leadership roles in some churches. This has been in leading assemblies, composing songs and teachings. To sum up, the discussion above has been based on the thesis statement that â€Å"the roles that women play in church leadership today have been of critical importance in enhancing performance of church ministries in both complementary and active roles†. From the discussion, it is apparent that different views which are biblically-based have been raised favoring both egalitarianism and complementarianism. As noted from egalitarianism, women play important roles in church ministries and deserve to be treated equally as men since they are equal before God. Bibliography Hamman, Jaco. â€Å"Resistance to women in ministry and the psychodynamics of sadness.† Pastoral Psychology, 59(2010)769-781. Rakate, Faith. â€Å"Women in leadership: contextual dynamics and boundaries.†Journal of International Women’s Studies, 12(2011): 166-168.Advertising We will write a custom essay sample on Role of Women in the Church specifically for you for only $16.05 $11/page Learn More Footnotes 1 Rakate, Faith, â€Å"Women in leadership: contextual dynamics and boundaries,†Journal of International Women’s Studies, 12(2011): 167. 2 Hamman, Jaco, â€Å"Resistance to women in ministry and the psychodynamics of sadness,† Pastoral Psychology, 59(2010)781. 3 Ibid.780 4 Ibid. 781 5Rakate, Faith, â€Å"Women in leadership: contextual dynamics and boundaries,†Journal of International Women’s Studies, 12(2011): 168. This essay on Role of Women in the Church was written and submitted by user Madelyn Miranda to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Decisions essays

Decision's essays What I Learned About My Decision Making Style When I was younger I had the tendency of letting my actions take over my thoughts. What I mean by this is that, I would perform actions before thinking about the outcome. I can recall a time when I made, in my opinion, the worst decision of my life. I stole a Smurf pendent from the corner stole. I wanted the pendent so bad, at that time I was in love with the Smurfs, and I thought that it was something that I really needed. My mother found out that I stole from the store. How she knew to this day puzzles, but she knew. She made me go back to the store and return the pendent and part of my punishment was to help around the store for a whole month that was really embarrassing. The other part of my punishment...well I won't get into detail. However, by maturing I have a better decision-making process. When it comes to critical thinking I always think about the outcome before I make anything final. The reason for this is because I think now as a person, in general, gets older their decisions affect their future in every way. For example having sex is a very important decision that two mature people have to contemplate. They have to really think about the outcomes, such as getting pregnant, catching a sexually transmitted disease etc... The only time when I don't think about the outcome is when I am shopping. I love to shop! Most importantly I love shopping for shoes. I am a shoe freak! If I see a pair of shoes that I like no matter how much they are I will bye them. As a result of this my funds run low and I am left with little or no money to get the things that I really need, like food toiletries and so forth. I know that this is a bad habit therefore to better myself I am working on it, I try not to go to the mall as much as I used to. However with time and patience I will get better about making that particular decision. ...

Country of the Bad Wolfes Essay Example | Topics and Well Written Essays - 1250 words

Country of the Bad Wolfes - Essay Example Samuel accidentally kills a guard, and then signs up under an alias for the Army to avoid prosecution, while John moves to graduate in law from Dartmouth. The family follows its destiny to Mexico where they meet Edward Little, a mysterious American businessman who later gets connected to Porfirio Diaz who ruled the country for over thirty years before being ousted through the 1910 Revolution. Through this troubled period of time in America and Mexico, Diaz increases in power with the Wolfes growing richer and richer, forging forward their violent history and breeding a fearsome legacy. There are aspects of this novel that could be figured out as a dream even though there could be some reality in them. Blake is known to be â€Å"a master at weaving historical fact into fiction† according to Leonard and indeed uses rogue heroes, angels, demons and duels to communicate to his audience. According to Bertens, psychoanalysis would view novels as a dream though they would have some truth to communicate (133). In fact, Theisson argues that â€Å"fiction often gets the messages across when dry journalism fails.† There could be need for deeper interpretation before the truth could be grasped when the author uses fiction in introducing the mysterious Edward Little and also in the whole novel where blood is a serious factor that persists even across geography and generations helps the author pass across the significance of blood connection in this novel. The men in this novel have been used to portray the existent sexual tension in the society as they consider women to be objects of satisfaction and that they can have as many as they so wish. The set of twins, Samuel and John get involved in duels and seduce various lovely ladies (Blake 67). On the other side, the women play an important role as they are portrayed as lovers and care givers who play a critical role in passing on life from one generation to another. One of

Plagiarism Research Paper Example | Topics and Well Written Essays - 2500 words

Plagiarism - Research Paper Example People may differ as to what constitutes the act of plagiarism but there is a general consensus on the undesirability of it in the academic world. The need to acknowledge the work of the person from whom an idea or a passage of words originated is accepted as a fair one by the academic and non-academic fraternity, most of all, to protect their own interests. Writers like Judy Anderson talk of the exclusivity that writers need as the cause for plagiarism being recognized as a crime. This need for exclusivity is intrinsically linked to the idea of intellectual property and the need that writers feel to protect their creations, which may stem from reasons that may be economic or ethical. This crime is directed against this need for exclusivity that writers feel (Anderson, ix). This is tied in with the idea that the work of art is similar to the offspring of the author and any attempt to appropriate the content created by the author is similar to an attempt to violate the maternal instinct of the author. This authorial-maternal instinct, while it destabilizes notions of masculinity and femininity and the instinct of the mother that is conventionally considered to be characteristic of only women, is something that is common to most writers, big and small. These writers are able to bring out the point from the perspective of both the writer and the reader. While the writer feels as if he or she is being deprived of his right of exclusive ownership, the reader of a modern world is likely to feel that the text that he or she reads is recreated or even created by him, in the context of the erasure of the author in the pro cess of providing a text with meaning. This theory, which was propounded by the French literary critic, Roland Barthes, places the onus of processing the meaning of a text, on the reader of the text and not the writer. This, while

Management Influences on Turnover Intention of Software Developers Essay Example for Free

Management Influences on Turnover Intention of Software Developers Essay Introduction The Information Technology (IT) Age has created many opportunities for employment in the IT and IT services industry.   IT professionals are in demand all over the world.   Organizations worldwide invest money that go not only into salaries but for further training of IT professionals they hire. However, around the world, the demand, supply, selection, recruitment and particularly retention of IT professionals has threatened organizations that use, manage or deal in IT or IT services for the past few years (Parà © and Tremblay 2000; Ermel and Bohl 1997; Morello 1998; Guptill et al. 1999). This is why the departure of an IT professional from a company usually comes with disastrous effects to the organization.   When an IT professional resigns, the organization suffers loss of business process knowledge and acquired technical skills (Dorà © 2004). Since late 1996, the turnover for IT professionals has jumped from 15% to 20% annually, with only 8 of 10 IT positions being filled with qualified candidates (McNee et al. 1998).   With the annual turnover rate estimated at 20% or more (Alexander 1999; Kosseff 1999), job-hopping of IT professionals has been one of the biggest problems among managers and human resources (HR) experts (Parà © and Tremblay 2000). IT professionals seem to have a tendency to change their jobs faster than other employees when they feel dissatisfied with their current employer (Hacker 2003).   The estimated cost of replacing IT professionals range from 1.5 to 2.5 times of their annual salaries for the companies they resigned from (Kosseff 1999).   On the other hand, the cost of losing a qualified IT professional is actually 3 to 6 times more expensive than the cost of losing a manager (Kochanski and Ledford 2001). IT professionals, as also mentioned previously in this study, also tend to change jobs more quickly than other employees when they feel dissatisfied with in their current employment (Hacker 2003).   However, rational models of voluntary turnover cannot be used to explain the high turnover rates for IT professionals (Rouse 2001) since many IT professionals remain dissatisfied with their jobs even though they enjoy high financial rewards yet their creativity and expertise do not receive high respect from their peers, supervisors and companies as a whole (Fisher 2000). Furthermore, another explanation why IT professionals may resign more quickly when dissatisfied with their current employment is that â€Å"much of IT work is project oriented, the technical employee’s loyalty may be more to the project, and not necessarily to the employer† (Hacker, 2003, p. 15). These trends place intense pressure on both IT executives and HR managers.   High IT professional turnover translates to a threat not only to an organization’s IT department but to the business as a whole. Most importantly, high IT turnover poses a threat to the growth, competitive positioning and strength of the global economy (Parà © and Tremblay 2000). A dissertation by Dr. Timothy Lee Dorà © (2004) studied the relationships between job characteristics, job satisfaction and turnover intention among software developers.   These two factors – job characteristics and job satisfaction – are deemed to play crucial roles in understanding turnover intention not only among software developers but IT professionals as a whole. The current study aims to investigate the management influences on employee retention of IT professionals, focusing on job characteristics and job satisfaction, and their impact on turnover and retention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   1.1.1  Ã‚  Ã‚   Scope and Limitations of the Study This research will study the impact of job characteristics and job satisfaction on the turnover intention of IT professionals.   Although this paper intends to replicate some of Dorà ©Ã¢â‚¬â„¢s findings, the study will not be limited to software developers only as this sector only constitutes a small sample of IT professionals as a whole. Specifically, the research study will focus on the turnover intention of IT professionals in___________. In studying the relationships between job characteristics, job satisfaction and turnover intention, this study is limited to the use of the following theoretical models and theories to support its conclusions: For the discussion on job characteristics, the research study will make use of the Job Characteristics Model developed by JR Hackman and GR Oldham (1975/1980) and the analysis on Model Employers by Minda Zetlin (2001). For the discussion on job satisfaction, as well as motivation, the paper will use the Motivator-Hygiene Theory by F. Herzberg (1968/2003) and the Synergistic Model by T.M. Amabile (1997). For the discussion on turnover, the study will use the Voluntary Turnover Model by R.M. Steers and R.T. Mowday (1987); the Rational Turnover Model by P.D. Rouse (2001); the Instinctual or â€Å"Unfolding† Model of Turnover by T.W. Lee, T.R. Mitchell, L. Wise and S. Fireman (1996); and the Conceptual Model for Investigating Turnover in IT, developed by J.B. Thatcher, L.P. Stepna and R.J. Boyle (2002-03) These models will be discussed in detail later in this chapter, as well as in Chapter 2 on Review of Related Literature. Chapter 2 Review of Related Literature This chapter will analyze the various literature which are related to this research paper. It will discuss the works of other analysts and researchers on theories/models that will be used to support this study, as well as pertinent literature on IT professionals’ turnover intentions. The chapter begins with a general discussion on motivational theories, cutlure, and leadership which are all critical factors that affect an employee’s intent to leave. The discussion them dovetails into a more specific presentation of the framework used in the current study. This chapter will also include a definition of terms incorporated into the discussion of related literature. 2.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Relationships between Job Characteristics, Job Satisfaction, and Turnover Intention In 2004, Timothy Lee Dorà © submitted a dissertation titled â€Å"The Relationships Between Job Characteristics, Job Satisfaction, and Turnover Intention Among Software Developers†.  Ã‚   According to Dorà ©, the factors leading to the turnover intention of software developers have been poorly understood.   His study was designed to further understand the relationships between job characteristics, job satisfaction, and turnover intention among software developers.   His study involved the use of 326 web surveys that contained questions relating to job characteristics, job satisfaction, turnover intention and demographic information. The results of Dorà ©Ã¢â‚¬â„¢s study showed that several factors can influence turnover intention, most significantly, job characteristics that may be influenced by management, such as training, autonomy, feedback, number of developers, task significance, and skill variety (Dorà © 2004).   In his study, Dorà © made use of two research questions and sixteen hypotheses to understand the job characteristics variables which contribute to the various dimensions of job satisfaction, and which of these job satisfaction dimensions, in turn, contribute to turnover intention. Dorà © made use of indirect effect tests, to determine if certain job characteristics could be linked to turnover intention through the job satisfaction scales he provided.   The results of his study indicated that ten of the indirect effects were statistically significant.   All ten of the statistically significant indirect effects were associated with only three of the seven job satisfaction scales: internal work motivation, general job satisfaction, and satisfaction with pay. The largest indirect effect, according to Dorà ©, was the effect of autonomy on turnover intention through general job satisfaction: higher levels of autonomy lead to lower levels of turnover intention by increasing general job satisfaction.  Ã‚   The next largest indirect effect was the effect of organizational training on turnover intention through general job satisfaction: organizational training decreased turnover intention through an increase in general job satisfaction.   The next three highest indirect effects in Dorà ©Ã¢â‚¬â„¢s findings were also between a job characteristic (feedback, skill, variety, and number of developers) and turnover intention through general job satisfaction (Dorà ©, 2004, p. 130). 2.2  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Measuring Turnover Intentions Among IT Professionals Guy Parà © and Michel Tremblay, in contrast to Dorà ©Ã¢â‚¬â„¢s study, completed a research covering the turnover intention of not just software developers but IT professionals as a whole.   Their study, â€Å"The Measurement and Antecedents of Turnover Intentions among IT Professionals† (2000), submitted to Cirano research center, aimed to present and test an integrated model of turnover intentions that address the unique nature of the IT profession (Parà © and Tremblay, 2000, p. 3).   The authors identified a multidimensional set of HR practices that will most likely increase retention among IT employees.  Ã‚   They emphasized citizenship behaviors as well as two distinct types of organizational commitment as key antecedents of turnover intentions. The study involved the sending of questionnaires to 394 Quebec members of the Canadian Information Processing Society.  Ã‚   The study addressed four research questions: 1) What are the essential HR practices necessary to create an effective plan for retaining IT professionals? 2) What is the impact of compensation and negotiation conditions on the turnover intentions of IT personnel? 3) What is the effect of employee demographic characteristics on the turnover intentions of IT personnel? 4) Do organizational commitment and citizenship behaviors mediate the effects of HR practices, compensation and negotiation conditions as well as demographic characteristics on the turnover intentions of IT personnel? (Parà © and Tremblay, 2000, p. 4) Parà © and Tremblay provide that IT employees who are highly committed to their organization are less likely to leave than those who are relatively uncommitted.   They attach three distinct dimensions to organizational commitment: affective, continuance and normative commitment (Meyer and Allen 1997). 1)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Affective commitment – means an employee’s personal attachment and identification to the organization.   This results in a strong belief in an acceptance of the organization’s goals and values.   â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so† (Parà © and Tremblay, 2000, p. 5) 2)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Continuance commitment – is a tendency to engage in consistent lines of activity based on the individual’s recognition of the â€Å"costs† associated with discontinuing the activity.  Ã‚   â€Å"Employees whose primary link to the organization is based on continuance commitment remain because they need to do so.† (Parà © and Tremblay, 2000, p. 5) 3)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Normative commitment – provides that employees exhibit behaviors solely because they believe it is the right and moral thing to do. â€Å"Employees with a high level of normative commitment feel that they ought to remain with the organization.† (Parà © and Tremblay, 2000, p. 5) In their findings, Parà © and Tremblay provide that affective commitment and continuance commitment are negatively related to turnover intentions (Parà © and Tremblay, 2000, p. 6).   In addition to these two distinct types of commitment affecting turnover intention, their studies also points to the factor they call Organizational Citizenship Behavior or OCB. OCB is considered as a key element in organizational effectiveness.   OCB is defined as â€Å"an employee’s willingness to go above and beyond the prescribed roles which they have been assigned† (Parà © and Tremblay, 2000, p. 6, quoting from Organ 1990). Based on Parà © and Tremblay’s findings, the stronger the citizenship behavior of an IT employee, the more likely they are to stay in their company.   The IT professional’s affective commitment, or attachment to his or her organization, also decreases turnover intention. 2.3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Characteristics Model Hackman and Oldham’s Job Characteristics Model, as earlier introduced in Chapter 1 of this research study, predicts what aspects of jobs reflect the level of job enrichment for employees, and how these relate to employees’ individual differences and to the work outcomes required. The model includes five core job characteristics that can be applied to any job: skill variety, task identity, task significance, task autonomy and feedback. Skill variety is defined as â€Å"the number of different skills required in the job† (Hackman and Oldham 1980; Pilon 1998). Task identity means â€Å"the completeness of the tasks done in the job† (Hackman and Oldham 1980; Pilon 1998). Task significance on the other hand is defined as â€Å"the importance of the job to the served population.† (Mohamed 2004). Autonomy means â€Å"the vertical expansion of responsibility, the amount of decision-making and independence allowed for employees.† (Mohamed 2004). And lastly, feedback means â€Å"the extent that the job itself provides information about employees’ performance† (Huber 2000). These characteristics – skill variety, task identity, task significance, autonomy, and feedback – are combined into a single predictive index which is called the Motivating Potential Score (Hackman and Oldham 1980). Figure 1. Job Characteristics Model Source: A.H. Mohamed (2004)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The five core job characteristics enumerated in the previous paragraph are in continuous interaction with individual differences that evoke three critical psychological states in an employee.   These three states are: 1) when the job is structured by skill variety, task identity and task significance this could lead employees to experience meaningfulness in their work. 2) The second state, task autonomy, which leads to feelings of responsibility for the outcomes of work. 3) The third and last state is feedback, which leads employees towards knowledge of the results of their work (Douthit 2000; Huber 2000).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These three critical psychological states lead to a set of affective and personal outcomes:   high internal work motivation, high growth satisfaction, high general satisfaction, high work effectiveness, and low rate of absenteeism (Mohamed 2004; Donovan and Radosevich 1998).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These affective and personal outcomes are the results of en employee’s job characteristics.   They are defined as follows: High internal work motivation – this is the degree to which an employee is willing to work and to consider the organizational objectives as part of his or her own goals (Mohamed 2004). High growth satisfaction – this is the achievement of the employee in overcoming challenges, succeeding and growing (Steers and Black 1994) High general satisfaction – this the feeling derived from the overall satisfaction with the work itself. â€Å"This type of satisfaction is reflected mainly in decreased rates of absenteeism among employees† (Steers and Black 1994; Omachonu et al 1999). High work effectiveness – this refers to both the quality and quantity aspects of work performance (Hackman and Oldham 1980). Low rate of absenteeism. The Job Characteristics Model, also includes three attributes that are identified as Moderators: knowledge and skills, context job satisfaction, and employee growth-need strength.   These attributes indicate which employee will respond positively to the Motivating Potential Score of their job and its outcomes (Hackman and Oldham 1980). An employee’s knowledge and skills are dependent on their educational qualifications which in turn will reflect their perceptions toward their work outcomes (Sabiston and Laschinger 1995).   On the other hand, an employee’s perception of his or her context job satisfaction involves factors like pay, supervision, colleagues, and job security.   All these affect the employee’s outcomes as well (Mohamed 2004).  Ã‚   Lastly, growth-need strength is the degree in which an employee seeks opportunities in his or her job for self-direction, learning and personal accomplishment.   These elements in turn affect the employee’s level of work internal motivation (Mohamed 2004). An example of a study which made effective use of Hackman and Oldham’s Job Characteristics Model is the one conducted by A.H. Mohamed (2004) called â€Å"Using the job characteristics model to compare patient care assignment methods of nurses† for the Faculty of Nursing, University of Alexandria in Egypt.  Ã‚   The population used were the nurses in the Alexandria Main University Hospital.   Mohamed made use of a Job Diagnostic Survey (also developed by Hackman and Oldham) to determine nurses’ perceptions towards the components of the Job Characteristics Model in relation to their performance in utilizing the case and functional methods of patient care assignment (Mohamed 2004). In his study, Mohamed concludes that the jobs of intensive care unit nurses result in different expectations based also on the different categories of nurses, based on skills and challenges inherent in the work they perform (Mohamed 2004). Generally speaking thus, studies like Mohamed shows that an employee’s personal and affective outcomes are a result of the employee’s job characteristics. 2.4  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Model Employers However, management also plays a crucial role in the retention and conversely turnover of IT professionals.  Ã‚   Since IT professionals still enjoy a wide selection of employers to choose from, employers constantly compete to attract the best IT professionals by becoming â€Å"model employers†.   In her 2001 article for Computer World, called â€Å"Model employers†, Minda Zetlin outlines the strategies that make certain companies â€Å"model employers†. By compiling its eight annual list of 100 Best Places to Work in IT, Computer World roughly sums up the model employers as offering not just top compensation, but also â€Å"opportunities for career growth, investment in training, diversity in the work place, work flexibility, and, ideally, a comfortable and fun place to spend their daytime hours† (Zetlin 2001).   Zetlin in her article outlines three common themes behind the success of these model IT employers: IT is central to the best employers’ success According to Zetlin, excellence in IT is a top corporate strategy.  Ã‚   Prioritizing IT should not be limited to companies that strictly provide IT or IT services.   Companies such as Avon, for instance, which ranks 4th in Computer World’s list of 100 best employers, may be perceived to operate on a relationship-based environment.  Ã‚   Yet to process its more than 60 million custom orders every year, the company relies heavily on IT to process its complex supply chain.   The fact that is it is actually a very transactional business, dependent on technology, makes IT one of its priorities (Zetlin 2001). Management takes an active interest in employers’ careers from the day they arrive This includes having development plan for employees as soon as they join the organization.   Employees meet with their managers on a periodic basis for a formal review to assess their development plan and to evaluate its progress.  Ã‚   Orientation programs at the start of the employment are also part of this strategy.   Apart from orientation, Harley-Davidson, Inc. (ranked as No. 11) also provides for a yearly self-assessment for its employees against the established competencies for their jobs, with their supervisors doing the same (Zetlin 2001).   Such focus on career development per employee makes the employee feel that management takes an active interest in aligning its objectives with the employee’s personal goals. Model employers also provide for continuous interest on their employees’ careers throughout their employment with the company.   Knowledge mentoring programs and career mentoring programs, used by the State Farm Mutual Automobile Insurance Co. (ranked No. 13), for instance, allow employees to learn more skills and career guidance from their more experience colleagues, and help management to identify employees to fill leaderships positions in the short and long term (Zetlin 2001).   State Farm’s mentoring program is in fact so successful that it has extended the program to employees who haven’t even arrived yet – such as assigning mentors to college students who plan to join State Farm after they graduate. There are no walls between business and IT Unlike other organizations, model employers ensure that IT people and business people work side by side.   There is no division or competition.  Ã‚   IT professionals are given a better understanding that what they do helps the business succeed.   This understanding leads to career satisfaction for IT professionals.   Technology people know exactly how they contribute to the revenues of their business and how important they are in the business plan.   One advantage here is that a close relationship between IT and business allows people to switch between the two fields (Zetlin 2001).   Another strategies such as cross-functional work teams gives career development not just to IT professionals but to business people in the organization as well.  Ã‚   There are continuously different career tracks available.   An IT professional may opt to advance by taking on management roles within technology, or they may shift to business management positions (Zetlin 2001). 2.5  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Voluntary Intention Model   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   R.M. Steers and R.T. Mowday, in their study â€Å"Employee turnover and post-decision accommodation processes† (1981) analyzed turnover as rooted in voluntary intention.   Steers and Mowday viewed the interaction of intention to leave, and alternative job opportunities (ease of movement) as direct antecedents to turnover (Steers and Mowday 1981; Rouse 2001).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As earlier discussed in Chapter 1 of this study, the direction of the process in Steers’ and Mowday’s Voluntary Intention Model starts with Job Expectations, then Affective Responses, then Turnover Intention, then finally,   Actual Turnover (see Section 1.2.1.1 of this paper).   However, these four elements were actually grouped together by Steers and Mowday under three steps. As can be seen in the Figure 3: Each step in Figure 3 contains two constructs.   The second construct (Job Attitudes) of Step 1 becomes the first construct of Step 2.   The second construct (Intent To Leave) of Step 2 becomes the first construct of Step 3. Step 1 of the Voluntary Intention Model involves the manner in which job expectations influence an employee’s attitudes regarding his or her job.   Attitudes are composed of job satisfaction, organizational commitment, and job involvement.   Job expectations in turn are influenced by three stimuli. The first stimuli focuses on individual characteristics such as occupation, age, tenure, family concerns, and personality form (Steers and Mowday 1981; Rouse 2001). The second stimuli involves information obtained during the recruitment process and at various assessments points throughout the employee’s career (Steers and Mowday 1981; Rouse 2001). For instance, studies have shown that job expectation levels are often high when the employee first accepts a new job (Porter and Steers 1973). At these particular periods, expectations are developed from both the employee and employer’s ends. In other words, a sort of unwritten social contract is deemed to be adopted by the two parties (Prouse 2001). Lastly, the third stimuli affecting job expectations are alternative job opportunities.   Studies have shown that the more alternatives there are confronting an employee, then the more negative the employee’s attitudes becomes concerning his or her current job (Pfeffer and Lawler 1979). Step 2 in the Voluntary Intention Model involves the Affective Responses that are elicited from Step 1.   These responses include the construct of job satisfaction, and how those responses influence the employee’s desire to leave the organization.   Factors that affect the employee’s decision to leave include non-work factors such as family, hobbies, religion and political influences (Cohen 1995). Steers and Mowday also identified the potential of employees to alter their actual job, in terms of pay, working hours, environment, etc., and thus change their attitudes regarding their jobs (Prouse 2001). Chapter 3 Methodology The aim of the research is to examine the relationships between job characteristic, job satisfaction and turnover intention among IT professionals in ______________.   The proposition is that job satisfaction and job characteristics as management influences have indirect impact to the levels of turnover intention among IT professionals.   The literature review indicates that there are different factors affecting IT professionals’ turnover intention.   This research is going to study the turnover intention of IT professionals in _____________. 3.1  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research Questions The study will answer the following two research questions: Which job characteristic variable(s) causes the job satisfaction among IT professionals in ____________? What job satisfaction variable(s) cause the turnover intention among IT professionals in ____________?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In answering these two primary questions, the thesis will make use of the following framework:    Hypotheses Research Question 1   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Which job characteristic variable(s) causes the job satisfaction among IT professionals in _______________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of job characteristics to job satisfiers.  Ã‚   The null hypotheses tested were: Job Characteristics à   Job Satisfactions H1: The level of IT training does not affect the various measures of job satisfaction. H2: The level of user contact does not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H3: The job-required skills do not affect the various measures of job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H4: The level of task significance does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H5: The amount of workload does not affect job satisfaction.   Ã‚  Ã‚  Ã‚  Ã‚   H6: The amount of feedback does not affect job satisfaction. Research Question 2   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"What job satisfaction variable(s) cause the turnover intention among IT professionals in ________________?†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first research question will analyze the standardized effect of the job satisfaction scales to turnover intention.  Ã‚   The null hypotheses tested were:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Job Satisfactions à   Turnover Intention   Ã‚  Ã‚  Ã‚  Ã‚   H7: The level of internal work motivation does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H8: The level of job security satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H9: The level of social job satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H10: The level of job growth satisfaction does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H11: The level of satisfaction with pay does not affect turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚   H12: The level of satisfaction with supervision does not affect turnover intention. Research Procedures   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   3.3.1  Ã‚  Ã‚   Data Collection   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research is a process of studying and analyzing situational factors of a specific problem or issue in order to determine solutions of it (Cavana, Delahaye and Sekaran 2001). According to Cavana, Delahaye and Sekaran (2001), there are three research paradigms: positivist, interpretivist and critical research.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the research hypotheses of this study try to explore the relationships between job characteristic, job satisfaction and turnover intention among the IT professionals in __________________, the positivist approach will be adopted and it will provide the framework upon which the methodology of this study can be used.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In this study, the research problem requires primary data to specifically address the twelve hypotheses. An Internet questionnaire will be used as it is the most effective and appropriate data collection method. â€Å"Questionnaire† is defined as a â€Å"pre-formulated written set of questions to which respondents recorded their answers within closely defined alternatives† (Cavana, Delahaye and Sekaran, 2001). A well-designed questionnaire provides accurate and useable data for analysis in order to make a conclusion of accepting / rejecting a research hypothesis.  Ã‚   A copy of the questionnaire to be used is attached as Appendix A of this study.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   After gathering the data from questionnaires, the analysis of the data (including frequency distribution, correlation analysis and regression analysis) will be performed by a quantitative data analysis tool called SPSS (Statistical Package for the Social Sciences). SPSS predictive analytics advances in usability and data access, drawing reliable conclusions from the collected quantitative data (SPSS, Inc. 2002). In depth quantitative analysis of the data will be undertaken. Frequency Distribution, Correlation Analysis, and Regression Analysis will be used to analyze the collected data.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The population of this research is the _________ professionals in the country. The research is expected to have a 10% response rate (i.e. ____ questionnaires).   A reminder email will be sent to the students to ensure reaching the planned response rate. Participants are not inconvenienced or exposed unnecessarily to potential harm by recruiting more than is required. The research conducted by Dorà © in 2004 (which this paper intends to compare itself to) only received 326 responses which is less than 0.1% of the population.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   An invitation email   will be sent to the administration managers of the participating institutions. Then the manager will forward the invitation email to all qualified IT professionals and invite them to fill in the Internet anonymous questionnaire within 10 business days. A reminder email will be sent by the manager on the 6th business day. The invitation email only contains a consent form   and a URL to the Internet anonymous questionnaire. Participation is entirely voluntary. The participant can withdraw at any time and there will be no disadvantage if the participant decides not to complete the survey.   At no time will any individual be identified in any reports resulting from this study. A copy of the consent form is attached with this application. Variables   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The variables which will used in this study can be categorized into two categories: job characteristics and job satisfaction.   The factors within each category are discussed as follows:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The following job characteristics for IT professionals were selected for this study, based also on previous usage in similar studies as indicated in the literature review: IT Training User Contact Job-required Skills Task Significance Workload Feedback   Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, the job satisfaction scales include the following: Internal Work Motivation Job Security Satisfaction Social Job Satisfaction Job Growth Satisfaction Satisfaction with Pay Satisfaction with Supervision Data Analysis   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The study will make use of descriptive and inferential analysis were used throughout the study.  Ã‚   Descriptive statistics (percentages, means, standard deviations, frequencies, and item means) were computed using the SPSS (SPSS, Inc., 2002).   This general-purpose analysis program will be used to characterize the sample in terms of demographic characteristics pertaining to gender, income, education, age, years as an IT professional, years in the current organization, and years in the current position.   SPSS will likewise used to analyze the correlation among job characteristics, the correlation between job satisfaction scales, the correlation between job satisfaction and job characteristics, and the correlation between job characteristics, job satisfaction, and turnover intention.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The primary inferential technique that will be used is bivariate correlation.   SPSS will   also be used to analyze the regression analysis for the data.   A 0.01 level of significance was adopted for testing significance.   The standardized effects of all the job characteristics for each job satisfier will also be computed.   The same method will be used to analyze the standardized effect of all the job satisfaction scales to turnover intention.   From these standardized effect analyses, the prediction of turnover intention by job satisfaction scales will be computed.    The job satisfaction scales which had a 0.60 level were considered significant to turnover intention.   The reliability coefficients ranging between 0.60 and 0.70 are deemed adequate for research purposes (Aiken, 2000, p.88).   For purposes of this study, the job satisfiers and job characteristics which have indirect effects of 0.60 above significance to turnover intention will be used.   The standardized effect of the significant job characteristic will be multiplied to the standardized effect of the particular job satisfier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Each of the twelve hypotheses of this study will be tested in essentially six multiple regression analyses – one for each job satisfier as the constant, independent variable and its relation to each dependent variable represented by the job characteristics.   Otherwise stated, each job satisfier will represent a criterion variable and the six job characteristics will be considered predictors in each of the six regression analyses. 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