Aim: This study investigated the different factors related to career commitment and turnover intentions in practicing engineers in Australia and New Zealand. To accomplish this, a model was proposed that incorporated aspects from both the social cognitive career theory (SCCT) and the social identity theory (SIT) as well as aspects from the wider literature.

Approach: A mixed-methods study design was used to gather data to evaluate the proposed model. Study one gathered exploratory qualitative data from 24 participants in both individual interviews and a series of focus groups. Thematic analysis of the qualitative data allowed for insights to be gained into factors deemed to be the most salient to those currently working in the engineering field. These factors were then evaluated in relation to the proposed model. Study two further explored these factors and their relationship with the proposed model by conducting statistical analysis on quantitative data gathered from 40 participants.

Conclusions: These insights allowed for preliminary evaluations into the relevance of the proposed model and of the data itself. Overall conclusions were that the proposed model incorporating both the SIT and SCCT encapsulates the key factors identified by participants in the exploratory phase and, hence, could be relevant and useful for those looking to increase levels of commitment and decrease turnover in engineering. It also highlighted the need to further understand the role that self-efficacy plays in understanding these relationships. Future research could provide further evidence for the applicability of the proposed model, the directionality of the identified relationships and provide clarity around the role of self-efficacy.

Originality/value: This research is the first study to propose a new model that incorporates aspects of both the SIT and the SCCT and test its applicability to practising engineers in Australia and New Zealand. It offers an illustration of how identity and belonging can effect levels of career commitment and turnover intentions in engineers.