The turnover intention of young employees in the IT industry

Employee turnover process models considered job satisfaction as the key factor in the formation of turnover intention of employees and that job satisfaction negatively affected turnover intention. These models considered job satisfaction in isolation and examined career growth and supervisory interpersonal justice as antecedents of job satisfaction or turnover intention. However, this study posited career growth and supervisory interpersonal justice as the key mediator variables in job satisfaction's relationship with turnover intention considering the significance of those two factors for the young and educated employees in the IT industry. The mediation approach enabled to unlock the complex chain of relationships between job satisfaction and the turnover intention of employees. While career growth was found to enhance the negative and expected influence of job satisfaction on the employees' intention to change jobs, supervisory interpersonal justice acted in the opposite direction and depleted the negative effect of job satisfaction on the turnover intention of the employees in the IT industry.