"Den dagen jag själv inte kan styra över min utveckling... då kommer jag att byta" : En kvalitativ studie om vilka faktorer som ligger bakom personalrörligheten i IT-branschen med fokus på vad arbetstagare söker hos sin arbetsgivare.

Sammanfattning: The IT-sector is growing all around the world as a consequence of digitalisation. The IT-sector is also growing in Sweden and the demand for employees is increasing. However the supply of employees doesn’t match the demand of the IT-sector. The lack of employees is expected to increase and in the year 2020 the IT-sector is expected to have a deficit of 60 000 people (Von Essen, u.å). The demand in workforce contributes to a heavy competition of the existing staff in IT-companies, which is leading to a high staff turnover (Teknikdygnet, 2016). This study is aimed at understanding the staff turnover in the IT-sector by focusing on the working conditions that the employees seek in their employer. The study is of sociological character and has a human resource management perspective. The study is produced through a qualitative method with two selection groups. In total ten informants have been interviewed. Five of them have changed employer during the last five years and the remaining five informants have had the same employer for more then five years. The study is made from a phenomenological perspective and a thematic analysis was used to interpret the gathered material. The theoretical framework is Bauman’s (2002) theory of individualization in the postmodern society and Argyris (1973) theory of the conflict between the individual and the organization. The framework also contains Flach’s (2006) concept of resource control that describes how the work of human resources can be formed through HRM-activities such as salary, competence development and management by objectives.  The study shows that all informants are experiencing personal development and flexible working conditions as meaningful in the decision to stay with their employer. Personal development and flexibility is also described as more important than salary, as long as the individual finds the salary to be fair. Otherwise it can be a contributing factor to leave an organization. The study also shows that the IT-sector is the employees sector in contrast to other sectors where the organization traditionally has the control. This is shown by the way the employees can make demands on their employer.