Great resignation is one of the top concerns for employees across the globe. The phenomenon “The Great Resignation” refers to the unprecedented number of workers quitting their positions after the COVID-19 outbreak ends. These trends emphasize the significance of understanding why people leave and what can be done to avoid the Great Resignation. Objective: The present study aims to establish a predictive model of employee behavior. Specifically, it attempts to study the factors that are likely to drive employees in the IT sector toward leaving their current job. Methodology: A descriptive research method using survey forms was used to collect data. Responses were collected using the convenient technique from 253 employees in the IT sector, which was analyzed using SPSS. Findings and implications: Using factor analysis, it was found that there are mainly four factors that drive employees toward resignation intention. Though there is always a sense of dissatisfaction with some of the occupational situations there are specifically few of them that push an employee to take the final leap and tender resignation. The major components can be divided into internal and external. The internal factors are the inner sense of being unfulfilled and non-gratified. The external factors may be due to the immediate superior’s attitude, the organizational policies and procedures, and the physical work environment. Amongst the internal and external factors, the sense of personal nonfulfillment is the foremost factor that drives employees to take the final step for exiting an organization. It implies that there is a behavioral shift in the attitude of the employees to value self-realization and introspection more than just the monetary returns.