This dissertation presents two frameworks of what drives the ICT workers' decisions to terminate their employment with their employers, using in-depth interviewing of 38 ICT participants in different industry sectors in South Africa. The findings show external labor markets (ELMs) and internal labor markets (ILM) turnover factor across information and communication technology sectors and demographic attributes. ELM factors were especially complex, with AA forcing employers to increase race and gender representation with individuals from South Africa's historically disadvantaged groups. Affirmative action puts a premium tag on hiring women and Black people. AA therefore, provided mobility for these groups and restricted mobility for White males. Despite the shortage of skilled ICT professionals in the sector, AA gives preferential treatment which dissatisfied the undesignated groups, thus forcing them to have intentions to leave their jobs or the country. ILM factors were less complicated than ELMs, with general dissatisfaction with internal company policies about pay, promotions and the scopes of their jobs causing them to terminate their jobs. Compensation was the most influential turnover, with professionals always looking for more money and promotions. If there was perceived lack of commitment by the employee from the organization, they were highly likely to leave. Some ICT professionals chose to leave their permanent jobs to work on short-to-medium term projects which were flexible. Across demographic groupings, Black men were the most hoppers but preferred workers in the ICT sector, as described by some managers and other male workers. The corporate ICT culture was still a barrier for female workers and caused women not to stay long because of unwelcoming environment. The preferential employment of Black males increased their mobility and slowed down the entry of women in core ICT work and managerial positions. The voluntary turnover of the ICT professionals was mainly caused by organizational rewards, affirmative action, and a host of other workplace factors. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]