Abstract
Previous models of turnover by IT professionals consider job satisfaction as a key indicator. One common model considers whether an organization matches the internal anchors of IT employees to provisions in the work place. This pattern is often broken by other considerations that disturb the relationship between job satisfaction and intent to seek employment elsewhere. Such disturbances present a problem in planning and are not globally considered in research models. A qualitative study of ten cases yields new insight into the disturbances that break the pattern leading to a more general model of turnover.
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