In this study, the researchers examine the dynamics turnover intention in the Egyptian Information Technology (IT) employees. The dynamic hypotheses and the key leverage loops showing the most important relation between turnover intention and its own influences such as job-hopping, perceived alternative employment opportunities and other variables have been developed. Scenario analysis, included the effect of demographics on turnover intention; effect of job satisfaction on organizational citizenship behavior, perceived alternative employment opportunities and turnover intention; effect of HR practices (procedural justice and distributive justice) on job satisfaction; the effect of job-hopping, organization citizenship behavior and perceived alternative employment opportunities on turnover intention and the effect of turnover intention on organization commitment and work effort, where the percentage of change was the used measure. The researcher analysis results revealed that Motivation, recognition and rewarding will have biggest influence in increasing job satisfaction and controlling turnover intention, while some other variables like age, gender and education did not significantly affect turnover intentions. Research results also showed that controlling turnover intention at lower level did not only increase retention but also did also influence employee’s productivity as the organization citizenship behavior can be enhanced, organization commitment and lowered the work effort perception.