在信息科技日新月异的今天，IT产业作为知识密集、技术密集的产业，已然成为推动国家经济发展的主导产业之一，而人才，则是推动IT企业发展的关键。然而根据近年来的调查统计，IT行业一直都存在着较高的离职率，人员流动频繁，对组织依赖性低，人员的正常流动，可以为组织带来新鲜的血液，保持组织竞争力与活力，促进组织的良性发展。但是过于频繁的人员流失，尤其是核心员工的流失，不仅增加了企业的用人成本，还会影响企业的整体绩效和员工士气，给组织发展埋下隐患。因此除了如何吸引和招聘优秀的员工外，IT企业越来越关注如何才能留住这些人才，力争排除会导致员工离职的因素，将用人风险降到最小。本文以IT企业的技术员工，即IT工程师为研究对象，结合文献资料和访谈结果，初步提出了文章的模型框架，然后根据调研数据对模型进行了修订。模型探讨的是培训机会、薪酬福利、职业发展、领导支持、同事支持、工作压力、工作专业性、工作自主性、分配公平、程序公平和个人因素变量对离职意愿的影响，同时探讨了工作满意度在上述变量与离职意愿之间的中介效应。本文将调研对象严格限定为IT企业技术员工，采取便利抽样和滚雪球抽样的方式，只给IT工程师点对点发在线调查链接，保证了样本的可靠性。再通过SPSS数据分析软件，检验了量表的信度和效度，剔除了信度较低的变量；运用回归分析方法检验了变量间的关系并对模型进行了修正。数据分析显示，诸多假设的影响因素中，只有薪酬福利、职业发展、领导支持、分配公平通过工作满意度的完全中介作用对离职意愿产生影响，而个人因素则直接对离职意愿产生影响。结果还显示，众多因素中，个人因素贡献最大，说明很多组织不可控的因素影响了员工的离职，因此或许组织在招聘选人阶段就应该把好关，不能忽视家庭、工作地点等因素对员工的影响。

With information technology changing rapidly every day, the IT industry, know as knowledge& technology intensive industry, has become one of the leading industries which promote the development of national economy, and talent, is the key that promotes the development of the IT enterprises. But, according to survey statistics, in recent years the turnover rate of the IT industry has always been very high. Normal turnover brings fresh blood to an organization, keeps the organization competitive, and finally push the organization to develop favorably. But if the turnover is too high, especially with the loss of core staffs, it costs more to select and employ new staffs, as well as affects the overall performance of the enterprise and staff morale. So in addition to how to attract and hire excellent employees, IT enterprises pay more and more attention to how to rule out factors which can lead to employee’ turnover intention to retain the talents.Based on existing studies, we preliminary put forward the model framework of the article, and then made some modification according to the survey data. We investigated the influence of training opportunities, salary, benefits, career development, leader support, colleague support, work stress, job speciality, job autonomy, fairness, and personal factors on turnover intention, and the role job satisfaction plays between them. Restricting the object of study to IT engineers, the reliability of the sample is guaranteed while adopting convenience sampling and snowball sampling. With SPSS data analysis software, we tested the reliability and validity of the scale, eliminated variables with low reliability. Besides, by regression analysis, we tested the relationship between variables and revised the model accordingly.According to the data, only the salary, benefit, career development, leader support, distributive justice affected turnover intention trough job satisfaction’ complete mediation, and personal factors affect turnover intention directly. The results also showed that among so many factors, personal factor made the largest contribution, which means that many factors beyond organizations’ control influence the employee's turnover intention, so perhaps organizations should pay more attention to recruiting, and also not ignore factors such as family, workplace etc.