Most excellent IT engineers in the organization sometimes gave up halfway because of weakemployment condition and emotional exhaustion. The turnover of high achievement manpowerwould affects to the performance of organization as well as motivation of fellow workers. Nowadays, IT is strategic weapon in the organizations confronted with a keen competition. The　personnel management of IT department is the key to the success in the strategic management. The more the organization emphasize the role of IT department, the more IT workers will get jobperformance pressure. That's why most IT workers are feel emotional exhaustion and notsatisfied with their job. There are many factors that affect to the decision of turnover andleaving the organization. The intention to turnover is a good predictor of actual turnover. Weassumed that emotional exhaustion and job satisfaction will affect on turnover intention. Researches have linked emotional exhaustion to a plethora of ailments and a general breakdownin feelings of community. However, a growing body of research has begun to demonstrate thatemotional exhaustion can have deleterious consequences for organizations as well. And then,job satisfaction can also be seen within the broader context of the range of issues which affectan individual's experience of work, or their quality of working life. Job satisfaction can beunderstood in terms of its relationships with other key factors, such as general well-being,stress at work, control at work, home-work interface, and working conditions. To test empirically what factors affect on the intention to turnover of workers in the ITdepartment, we developed a compound structural model. In the model, we considered theorganizational justice as an important independent variable and social supports by his supervisorsand colleagues as an moderating variable. Many researches have been proved that the twomediating variables are crucial influencing factors to turnover intention. We assumed that theorganizational justice will affect on two mediating variables, job satisfaction and emotionalexhaustion, and the social support will moderate between two mediating variables and turnoverintention. We classified the organizational justice as three types, i.e. distribution, interaction,and procedure justice. The results of the hypothesis test were some inspirable and modelfitness was good enough. We could find that the three organizational justice sub-factors haveinfluence on job satisfaction and emotional exhaustion, except for procedure justice on jobsatisfaction. The moderation effect analysis gave us some important implications. Both socialsupports by supervisors and colleagues have moderation effects between job satisfaction andturnover intention. But the only social support by colleagues has moderation effects betweenemotional exhaustion and turnover intention. We could conclude that the more the IT worker issupported by his department members, the more he is satisfied and does not think of turnover. Also, the social support by his colleagues is somewhat effective to alleviate his emotionalexhaustion. The test results suggest that if an IT personnel manager would cope with thefrequent turnover problem he should develop comprehensive social support program.