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The purpose of this paper is to investigate the extent to which the influence of professional commitment on intention to leave a profession is contingent on the combined effect of job search and sportsmanship.

The research is based on a sample of professional employees (N = 327). Moderated moderation was the approach used for testing the hypotheses.

Findings showed that the moderating effect of job search on the relationship between professional commitment and intention to leave a profession is higher at a low level of sportsmanship and lower when sportsmanship is high.

The research indicates that job search does not necessarily constitute a sign of acceleration of intention to leave one’s profession. In the case of professionals expressing a high level of sportsmanship, job search appears more like a precaution.

The present work aimed to enhance the understanding of professional turnover intentions of accounting professionals by exploring their attitudes towards this phenomenon in an emerging economy (Tunisia).

An exploratory research was conducted using a narrative approach (episodic interviewing) after having interviewed accounting professionals. Data were analysed with the thematic coding method using NVivo software based on the push-pull-mooring (PPM) framework. Based on this analysis, four types of professionals were identified.

The interconnections among PPM factors, which are different from one type of professionals to another, play a vital role in whether a professional intends to leave the accounting profession or not. All four types of professionals perceived unpleasant facets of the public practice environment (push factors) and manifested a tendency to switch to available job opportunities (pull factors). Nevertheless, the latitude for profession change, for the third and the fourth types who perceived the professional experience differently, is restricted by mooring factors. That is not the case for the first type of professionals who have already left public accounting and the second type who intend to quit the profession, as we did not find any mooring factors.

This study explored the attitudes of accounting professionals towards professional turnover intention. A deeper insight into the views of the academics and the Ordre des Experts Comptables de Tunisie (OECT) might help understand this phenomenon.

Understanding the relative impact of push, pull and mooring allows the accounting professionals to determine their attitudes towards the intention to leave the profession. This enables firms to develop more effective programmes to retain valued accounting human resources. The findings highlight that the professional associations should promote the values the profession brings to the community through nationwide public awareness campaigns and enhance career opportunities by providing more branches of activity within the profession.

The paper responds to calls for further examination of factors behind professional turnover intention at a time when high rates of turnover were observed among accounting professionals. Also, the cultural context of Tunisia helps explain our findings.

The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession.

The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses.

The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession.

To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises.

Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.

The purpose of this paper is to examine potential predictors of nurses' intention to leave the nursing profession. Specifically, this study investigates whether perceptions of the interpersonal work environment, work‐home interference, and subsequent job satisfaction, would predict occupational turnover intentions beyond the impact of nurses' occupational commitment.

A questionnaire is completed twice, with a one‐year interval by 1,187 registered nurses. Data were collected between October 2002 and June 2003.

The outcomes of structural equation modelling analyses reveal that an unsupportive work environment, low leadership quality, and high work‐to‐home interference results in lower job satisfaction, which, in turn, predicts nurses' intention to leave the profession one year afterwards, when controls for occupational commitment. Work‐to‐home interference shows an additional, direct relationship with occupational turnover intentions.

The findings have implications for organizational and individual interventions, indicating that nurses' withdrawal from the profession may be prevented by extending nurses' social support at work, helping them to combine work with non‐work, and improving the leadership quality of their supervisors.

Job satisfaction and work‐context factors explain additional variance in intention to leave nursing, beyond the effect of occupational commitment. Leadership quality is the strongest predictor of intention to leave nursing. Job satisfaction plays an intervening role in the relationship between work context and intention to leave nursing.

The purpose of this paper is to explore why audit assistants leave the audit profession. By including both the perceptions held by audit assistants that left the audit profession and the perceptions of audit assistants still working in the audit profession, this study aims to explore how determinants of job satisfaction are associated with decisions to leave the audit profession.

To explore the association between determinants of job satisfaction and decisions to leave, a survey was developed based on a literature review of determinants of job satisfaction. The survey was sent to both current and former Swedish audit assistants. The subsequent analysis was based on 231 complete surveys, of which 78 were from former audit assistants.

The main finding of this study is that there is a negative association between the choice to leave the profession and audit assistants’ perceptions of the profession and between the choice to leave and work-life balance. Another finding was that met expectations and Big 4 were found to be positively associated with career change.

By approaching both current and former audit assistants, this study contributes to the literature on audit employee turnover by exploring determinants of actual career change, rather than turnover intentions. It also contributes by identifying and testing a variable not previously used as a determinant of job satisfaction, namely, perceptions of the audit profession.

The number of early career teachers leaving the profession continues to be an ongoing issue across the globe. This pressing concern has resulted in increased attention to the instructional and psychological conditions necessary to retain early career educators. However, less formal attention has been paid to the social infrastructure in which early career teachers find themselves. The purpose of this paper is to foreground the role of social capital and its effect on job attitudes and educators’ intention to leave the profession.

Data were collected from 736 teachers within ten secondary schools in Flanders (Belgium). Using social network and multilevel moderated mediation analysis techniques, the relationships between teachers’ social connectedness, job attitudes, and the intention to leave the profession for both novice and experienced teachers were analyzed.

Findings indicate that being socially connected to other educators within the school is associated with a reduction in teachers’ intention to leave the profession, mediated by their job attitudes, for both early career and experienced teachers. However, social connectedness was significantly more important for early career teachers. No significant effects are found for being socially connected to the mentor.

This study provides evidence for the importance of social capital for teachers, particularly early career educators. Moreover, by introducing teachers’ social connectedness as related to intention to leave, this study makes a significant and unique contribution to the literature.

This study seeks to identify some of the factors that explain biomedical research scientists' career commitment and that prompt them to consider leaving science. It also aims to examine whether these factors differ between men and women, and between those with different family responsibilities.

A longitudinal questionnaire survey was used to identify the demographic and work‐related variables that predicted three dimensions of career commitment and intention to leave science one year later.

The factors explaining career commitment and intention to remain in the profession were similar for men and women, for those with various types of family responsibilities, and for those on permanent and temporary contracts. Career planning was predicted by continuance organizational commitment and the opportunity for autonomy in the workplace, and career resilience by equitable treatment at work. Career identity, career resilience and salary were predictors of intention to leave science.

Limitations of the study include the lack of a random sample, and the fact that some instruments differ slightly from the original versions. A substantial proportion of the variance in intention to leave science was unexplained and further research should therefore explore the impact of career entrenchment, professional socialisation and aspects of personal disposition on intention to leave a profession.

Those who manage scientists' careers should attend particularly to pay, providing opportunities for working autonomously, and fair treatment.

A longitudinal design was used and some key workplace variables were studied. Unlike most previous studies, the moderating effects of gender, relationship status and parenthood were examined.

The purpose of this paper is to discuss two important behaviors related to job mobility in the IT profession, namely, changing jobs to move to another organization (turnover) and changing the profession entirely (turnaway), during a national crisis. Based on the theoretical foundation of the push–pull–mooring perspective, a research model is developed that includes professional self-efficacy (PSE), job insecurity (JI) and job satisfaction (JS) as important antecedents.

Using a positivist approach and a survey method, the authors analyzed data from IT professionals from different economic segments in Brazil. Data collection occurred in two distinctive moments of the largest crisis in modern Brazilian history – a pre-awareness moment (first half of year 2015) and a crisis-conscious moment (first half of year 2016).

The findings reveal that PSE negatively influences JI and positively influences JS, JI positively influences turnaway intention, and JS negatively influences both turnover intention and turnaway intention. The effect of the national crisis was observed in that it further accentuated the intention of IT professionals to leave the profession. Another effect was related to age, as older professionals are less willing to turn over but more willing to turn away.

Besides developing a parsimonious model to study both the intention to leave the organization and the intention to leave the profession, the study sheds light on how IT professionals react to economic crises and how the reaction varies by age.

The study puts to question the common belief that IT professionals are secure in the job market due to high demand for their skills and investments made by organizations to keep them on the job. Employers must pay attention to JI and turnover/turnaway intentions.

This study is among the few to study JI and aspects of the theory of human migration in IT. It is also possibly the first to discuss the effects of a national crisis on the mobility patterns of IT professionals.

The purpose of this paper is to examine the factors that are associated with internal auditors’ professional turnover intentions.

The study analyzes data from responses to the Institute of Internal Auditors’ (IIA) (2015) Common Body of Knowledge global survey and uses a multivariate approach to identify factors that influence internal auditor turnover intentions.

Results show that internal auditor turnover intentions are negatively associated with an academic background in accounting, possessing internal audit professional certification, and having access to more training opportunities. Turnover intentions are positively associated with organizational-professional conflict, restricted access to documents and personnel, and the existence of a program of using the internal audit function as management training ground. Differences by IIA global region highlight the diversity in the turnover challenges that face the professional globally.

Results from this study are important because they bring attention to issues that potentially lead to internal auditors leaving the profession. This can help the profession and organizations take measures to motivate internal auditors to remain in the profession and alleviate the current staffing challenges faced by the profession.

The purpose of this paper is to identify what job‐related, individual, and profession‐related variables cause the intention to quit teaching among the early career teachers, especially teachers of Ethiopia.

Quit intentions were measured adapting the scale developed by Mueller and Lawler, and 11 profession‐related and person‐related job variables were measured by author‐developed and literature‐derived scale items on a five‐point Likert scale, along with five status variables. Data were analyzed from a sample of 308 early career teachers belonging to secondary and preparatory schools of Addis Ababa, Ethiopia.

An alarming 53 per cent sample expressed high quit intention whereas only 13 per cent teachers showed low quit intentions. Choice satisfaction (accounting 44 per cent variance), availability of other job opportunities (23 per cent variance), perceived status (15 per cent variance), and self‐accountability (13 per cent variance) emerged as predictor variables. None of the five status variables emerged as significant predictors. Commitment to teaching profession was not a significant predictor, suggesting the two concepts independent of each other.

Providing freedom of choice at entry level to teaching profession coupled with enhancing rigour in pre‐service education was suggested as major steps required for decreasing high‐level quit intentions.

Education policy needs to be such that for preparation of teachers of secondary and preparatory level, pre‐service teacher education students should have attained maturity of adulthood with a minimum academic attainment of a post‐undergraduate level or a post‐graduate level. This is to enable early career teachers to handle adolescence‐level school students by being equipped with better skills learned during pre‐service teacher education.

The results are pertinent not only to Ethiopia but also to any less developed or a developing country, where “catch them early” policy is followed for pre‐service education and where less rigorous pre‐service education exists.