The paper aims to examine the factors that influence the turnover intention of information system (IS) personnel.
Anchored in the theory of human capital and the theory of planned behavior, as well as an extensive review of existing turnover literature, the authors propose a novel set of variables based on the three‐level analysis framework suggested by Joseph et al. to examine IS turnover intention. At the individual level, IT certifications, IT experience, and past external and internal turnover behaviors are considered. At the firm level, industry type (IT versus non‐IT firms) and IT human resource practices regarding raise and promotion are included. Finally, at the environmental level, personal concerns about external changes characterized by IT outsourcing and offshoring are studied. The authors investigate the impact of these variables on turnover intention using a large sample of 10,085 IT professionals working in the USA.
The empirical analysis based on logistic regression indicates significant associations between the variables and turnover intention.
Future research may be directed toward developing multiple‐item measures for better validity and reliability of the study.
The authors derive managerial implications that may help guide firms to formulate effective human resource management and retention policies and strategies. They include the importance of organizational support for certification programs and the retention strategy based on the three phase career life cycle of IT professionals.
The study shows many interesting findings, some of which contrast the existing assertions. For example, the authors cannot find the inverted U‐shaped curvilinear relationship between IT experience and turnover intention shown in previous research.
