They want to quit! Why IT professionals leave: A systematic literature review on turnover intention

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Context Employee turnover intention is a persistent challenge for Information Technology (IT) organizations, as it compromises productivity, disrupts team continuity, and increases operational costs due to the difficulty of retaining skilled professionals. Although research on turnover intention has expanded in recent years, its determinants remain fragmented and lack systematic consolidation, especially in the IT sector. Objectives This study aims to identify, categorize, and analyze the factors/antecedents of turnover intention among IT professionals, consolidating findings from the literature to support future research and managerial decision-making. Method A Systematic Literature Review (SLR) was conducted following a structured protocol and the PRISMA guidelines. Scientific articles published between 2015 and 2024 were retrieved from major academic databases. After applying inclusion and exclusion criteria, 42 peer-reviewed studies were selected for analysis. Results The review identified 81 distinct drivers of turnover intention, grouped into 47 internal and 35 external factors. Job satisfaction emerged as the most recurrent internal factor, consistently demonstrating a negative relationship with turnover intention. Organizational commitment was identified as the main external factor influencing retention. Burnout also appeared as a critical internal driver due to its strong negative impact on employee well-being. The year 2022 showed the highest concentration of studies, reflecting increased academic interest in the post-pandemic work context. Conclusion The findings consolidate theoretical knowledge on turnover intention in IT and highlight practical implications. Organizations should prioritize strategies that foster job satisfaction and organizational commitment while implementing burnout prevention programs to reduce turnover and strengthen talent retention.