Dagmara Lewicka
ABSTRACT
This study's purpose is to identify the factors influencing turnover intention in software developers. Its relevance is related to the shortage of software developers in the labor market both within and outside the EU, and their relatively short employment periods in individual companies, which causes high costs and knowledge outflow. This study therefore aims to analyse the links between different combinations of causal conditions: human resource management climate, affective and calculative commitment, work engagement - dedication, horizontal trust, gender and tenure of software developers. In addition, the study analyses the outcome [the presence or absence of turnover intention] among software developers tested, using a qualitative comparative analysis and fuzzy-sets method. Thus far, scholars have assumed that affective commitment is a fundamental factor in discouraging turnover intention. However, this study shows that calculative commitment, rather than affective commitment, plays such a role in case of software developers. Still, it is worth noting that HRM process, affective commitment, and work engagement are noticeably lower among individuals planning to change their job. The study shows that the relationship between factors is nonlinear, highlighting the need for a nuanced understanding of the interplay among various conditions. The findings offer valuable insights for organizations seeking to tailor strategies to retain software development professionals.
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