بررسی ارتباط میان عوامل مؤثر بر ترک خدمت دانشگرانICT در صنعت ارتباطات همراه ایران با استفاده از متدولوژی نقشه‏های شناختی فازی

1-"Swedish National Museum of Science and Technology".(2009), Tekniskamuseet.se. http://www.tekniskamuseet.se/mobilen/engelska/ 1980_90.shtml.

2-Heeks, R.(2008).ICT4D 2.0: The Next Phase of Applying ICT for International Development. IEEE Computer 41 (6): 26-33.

3-Shoaib, M., Noor, A., Tirmizi, S.R.,Sajid B.(2009). Determinants of Employee Retention in Telecom Sector of Pakistan. Proceedings 2nd CBRC, Lahore, Pakistan.

4-Ghapanchi, A.H., Aurum, A.(2010). Antecedents to IT personnel’s intentions to leave: A systematic literature review. J.Syst. Software.

5-Armstrong, M., (2008). Strategic Human Resource Management: a guideto action, 4th edition, Kogan Page.

6-Price, J. L. (1977). The study of turnover. Ames: Iowa State University Press.

7-American Management Association. (1997). Retention management strategies, practices, trends. New York: Saratoga Institute.

8-Wasmuth W.J., Davis S.W., (1983). Managing employee turnover: why employees leave.The Cornell HRA Quarterly, pp. 11-18.

9-Joseph, D., Ang, S., (2003). Turnover of IT professionals: a quantitative analysis of the literature. In: Proceedings of the SIGMIS Conference on Computer Personnel Research: Freedom in Philadelphia—Leveraging Differences and Diversity in the IT Workforce, Philadelphia, PA.

10-Niederman, F., Sumner, F., Maertz Jr., C.P.(2006). An analysis and synthesis of research related to turnover among IT personnel. In: Proceedings of the ACM SIGMIS CPR Conference on Computer Personnel Research, California, USA.

11-Joseph, D., Kok-Yee, N., Koh, C., Ang, S.(2007). Turnover of information technology professionals: a narrative review, meta-analytic structural equation modeling, and model development. MIS Quarterly 31 (3), 547–577

12-Abassi, S.M., Hollman, K.W.(2000). Turnover: the real bottom line, Public Personnel Management, 2 (3):333-342.

13-Oltom, B. C., Mitchell, T. R., Lee, T. W., Inderrieden, E. J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44(3): 337–352.

14-Blau, G.,Boal, K. (1989). Using job involvement and organizational commitment interactively topredict turnover. Journal of Management, 15(1), 115-127.

15-Hom, P.,Griffeth, R. (1995). Employee turnover. Cincinnati, OH: Southwestern.

16-Tett, R., Meyer, J.(1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293.

17-Lambert, E., Hogan, N., Barton, S. (2001). The impact of job satisfaction on turnover intent: A test of a structural measurement model using a national sample ofworkers. The Social Science Journal, 38, 233-250.

18-Harter, J., Schmidt, F., Hayes, T. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.

19-Peterson, S. L. (2004). Toward a theoretical model of employee turnover: A human resource development perspective. Human Resource Development Review, 3(3): 209–227.

20-Zheng, C. and Lamond, D. (2010). Organizational Determinants of Employee Turnover for Multinational Companies in Asia, Asia Pacific Journal of Management. 27: 423-443.

21-Rodriguez-Repiso, L. (2005). Indicators of Success for IT Projects. CaseStudy. MSc Systems Engineering with IT Applications.CardiffUniversity.

22-Schneider, M., Shnaider, E., Kandel, A., Chew, G. (1998). Automaticconstruction of FCMs. Fuzzy Sets and Systems, 93, 161–172.

23-Asher, H. (1983). Causal modeling. Beverly Hills, CA: Sage Ed.