Indian J.Sci.Res. 17 (1): 257263, 2017 ISSN: 09762876 (Print) ISSN: 22500138 (Online) 1 Corresponding author CAREER DEVELOPMENT AND WORK MOTIVATION DRIVE EMPLOYEE TURNOVER INTENTION IN AN IT CONSULTING IN INDONESIA INDAH PUSPITA a1 AND ADE IRMA SUSANTY b a Magister Management Department, Faculty of Economy and Business, Telkom University b Business Administration Department, Faculty of Communication and Business, Telkom University ABSTRACT An IT consulting company in Indonesia has high employee turnover. This condition will provide negative impacts for the company. There are so many factors will influence employee turnover intention. The objective of this research is to examine the effect of career development and work motivation on turnover intention. The census technique used to collect the data from the employee that already pass the probation period. Total number 66 data are collected from respondents by distributing online questionnaire to the target population. The data analyzed by using multiple regression as an approach. The result show that career development and work motivation have negative significant impact on turnover intention. These mean that the better career development and work motivation in an IT consulting in Indonesia will reduce turnover intention. Therefore, an IT consulting should consider these two factors to minimize the turnover intention. KEYWORDS: Career Development, Work Motivation, Turnover Intention, Multiple Regression Indonesia entered the era of the ASEAN Economic Community (MEA) on 2016. In that era, markets between countries in Southeast Asia will be more open for goods and services, including labor. With such labor exchange agreement, companies in ASEAN countries including Indonesia will have increasingly tight competition to get the workforce. This will indirectly increase turnover intention and turnover rate globally because of the additional opportunities for an employee to get a job elsewhere. These opportunities will facilitate the transfer of an employee from one company to another, especially employees with limited special abilities. Examples of employees who have special skills and limited is the workforce in the field of information technology who master a particular programming language or application. One example of companies that require such workforce is an IT consulting company in Indonesia. This company is engaged in the provision of consulting services and implementation in the field of information technology, and one of the companies in Indonesia who get more global opportunity in the era of MEA for employee recruitment. This means that the employees are subject to recruitment by companies throughout ASEAN. Prior to the MEA, the competition to gain employees with experience in implementing and System Application and Product in Data Processing (SAP) and International Business Machines Corporation (IBM) was very strict, due to its rare availability. After MEA it is more difficult for the company to recruit employees with the necessary experience and expertise. According to management data in 2016 and 2017 shows that the current workforce is still unbalanced with company’s opportunity, so for handling a project the company often use sub5contractor services of other companies. Culpepper (2011: 527) states Turnover intention is the best calculation standard to recognize the behavior of turnover that will occur in employees of a company. High turnover will make the company pay higher fees for recruiting and training new employees, in the end if it happens continuously and not addressed properly will disrupt the performance of the company. Based on interviews conducted in 2017 with some former employees of this company who resigned in 201452016, conclude primary reason for resigning are due to found a better career paths or career development, compensation, salary, benefits and work facilities on other companies. In a previous study conducted by Lana Garcia Martinez (2014) found a correlation that companies that do not support the career development process of their employees will increase the turnover intention for these employees. Previous Study conducted by Abid Khan, Itbar Khan, Zakiruallah Zakir (2016) concluded that there is significant and empirical correlation between motivation and turnover intention, where compensation, salary and benefits mentioned above are included into the motivation factors. The purpose of this study was to find the relation between career development and work motivation with employee's turnover intention in the studied company as below details: