In this study, we seek to understand why some employees decide to leave organizations to change occupations instead of either changing organizations while staying in the same occupation or staying in the same job at the same organization. Moving beyond the existing focus on antecedents of occupational commitment and occupation withdrawal intentions, we employ an occupational embeddedness framework to examine five occupational factors as potential drivers of occupational change. Using a large dataset of 3201 professionals, our results indicate that several factors underlying the overarching concept of occupational embeddedness (e.g., wage level, non-core job duties, occupational investment, and moonlighting) were related to individuals' likelihood of changing occupations compared to changing organizations within the same occupation or staying at the same organization. Our findings suggest that specific turnover destination may be important to understanding why people leave jobs. We discuss the theoretical implications of our findings, along with practical implications at the occupational, organizational, and individual levels regarding how occupational turnover may be prevented.

在本研究中，我们试图理解为什么有些员工决定离开组织以转行而不是在保持相同职业或在同一组织中从事相同工作的同时改变组织。除了对职业承诺和职业撤回意图的前因的现有关注之外，我们采用职业嵌入框架来研究五个职业因素，这些职业因素是职业变革的潜在驱动力。使用3201名专业人员的大型数据集，我们的结果表明，职业包容性总体概念的根本因素（例如工资水平，非核心工作职责，职业投资和月光）与个人 相较于同一职业内变化的组织或留在同一组织内，改变职业的可能性。我们的研究结果表明，特定的离职目的地对于理解人们离职的原因可能很重要。我们讨论了研究结果的理论含义，以及在职业，组织和个人层面上如何预防职业离职的实际意义。