Context: Voluntary turnover is common in the software industry, increasing recruitment and onboarding costs and the risk of losing organizational and tacit knowledge. Objective: This study investigates how job satisfaction, work-life balance, job embeddedness, and their antecedents, including job quality, personality traits, attitudes toward technical and sociotechnical infrastructure, and perceptions of organizational justice, relate to software professionals' turnover intentions. Method: We conducted a geographically diverse cross-sectional survey of software professionals (N = 224) and analyzed the data using partial least squares structural equation modeling (PLS-SEM). Our model includes both reflective and formative constructs and tests 15 hypotheses grounded in occupational psychology and software engineering literature. Results: Job satisfaction and embeddedness were significantly negatively associated with software professionals' turnover intentions, while work-life balance showed no direct effect. The strongest antecedents for job satisfaction were work-life balance and job quality, while organizational justice was the strongest predictor of job embeddedness. Discussion: The resulting PLS-SEM model has considerably higher explanatory power for key outcome variables than previous work conducted in the software development context, highlighting the importance of both psychological (e.g., job satisfaction, job embeddedness) and organizational (e.g., organizational justice, job quality) factors in understanding turnover intentions of software professionals. Our results imply that improving job satisfaction and job embeddedness is the key to retaining software professionals. In turn, enhancing job quality, supporting work-life balance, and ensuring high organizational justice can improve job satisfaction and embeddedness, indirectly reducing turnover intentions.

翻译：背景：自愿离职在软件行业普遍存在，增加了招聘与入职成本，并带来组织知识与隐性知识流失的风险。目的：本研究探讨工作满意度、工作-生活平衡、工作嵌入性及其前因（包括工作质量、人格特质、对技术与社会技术基础设施的态度、组织公平感知）如何与软件专业人员的离职意向相关联。方法：我们对软件专业人员（N = 224）开展了一项跨地域的横断面调查，并使用偏最小二乘结构方程模型（PLS-SEM）分析数据。模型包含反映型与形成型构念，并基于职业心理学与软件工程文献检验了15项假设。结果：工作满意度与嵌入性均与软件专业人员的离职意向呈显著负相关，而工作-生活平衡未显示直接影响。工作满意度的最强前因是工作-生活平衡与工作质量，而组织公平性是工作嵌入性的最强预测因子。讨论：所得PLS-SEM模型对关键结果变量的解释力显著高于先前在软件开发情境中的研究，凸显了心理因素（如工作满意度、工作嵌入性）与组织因素（如组织公平性、工作质量）在理解软件专业人员离职意向中的重要性。结果表明，提升工作满意度与工作嵌入性是保留软件专业人员的核心策略。相应地，改善工作质量、支持工作-生活平衡、保障高组织公平性可增强工作满意度与嵌入性，从而间接降低离职意向。