Turnover intentions of IT employees in non-IT organizations: effects of organizational and professional identification

Abstract

This paper reports an on-going study. It re-examines the widely observed relationships between job factors and turnover behavior by extending the findings of the joint and complex effects of organizational identification and professional identification on employee behavior obtained in studies on physicians and lawyers. We argue that the effects of job factors (role ambiguity, role conflict, job autonomy, boundary spanning activities) on IT employees' turnover behavior will be altered by their identification with their employing organizations and the IT profession. The method to empirically validate our propositions is described.