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The purpose of this study was to investigate the determinants of intent to leave among IT industry employees, based on the Price`s structural model of employee turnover. The sample used in this study were composed of 370 employees from 10 IT firms located in Seoul and Gyeonggi-Do. Data were collected with self-administered questionnaires and analyzed using structural equation modelling technique. This study found that four task reward variables(job variety, job autonomy, job challenge, and role ambiguity), two social reward variables (supervisory support and coworker support), three organizational reward variables(promotional chances, job security, and distributive justice) and one environmental variable(job opportunity), had significant effects on IT industry employees` intent to leave in terms of total effects and his directions of those significant effects were consistent with theoretical predictions; and that two mediating variables, job satisfaction and organizational commitment had the most important effects on IT industry employees` intent to leave in terms of total effects. The theoretical and practical implications of the research findings were discussed and the directions for future research were suggested.

Determinants of IT Industry Employees' Intent to Leave