Abstract
This study examines the effects of general and firm-specific human capital on IT professionals' turnover behaviors. In doing so, we make two contributions to IT research. First, we examine actual turnover behaviors rather than turnover intentions. Second, we go beyond prior IT turnover research to hypothesize and test a curvilinear relationship between human capital predictors and turnover behavior. Using survival analysis, we analyze archival work history data and find that the likelihood of turnover is reduced when IT professionals accumulate firm specific human capital. However, the likelihood of turnover increases with higher levels of general IT human capital. We conclude by discussing the results, suggesting possible areas for future research and noting the implications for practice.
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