This study explores the reason and motivation of high turnover rates of self-initiated expatriate English teachers in English language buxibans in Taiwan. It focuses on the factors motivating employees in employee-determined turnover. The factors fall into these themes: school policy, management, student, curriculum, personal and coworker related. Factors fall in line with previous turnover literature, but there are some ways that they specific to expatriate teachers. First, basic needs of expatriate teachers must be met; they are: an ARC or visa; and financial needs or competitive salary. It should also be noted that for expatriate teachers, teaching hours, money and salary often go hand in hand. Job embeddedness can be contractual, but also be their relationship with students. Job satisfaction is found in student achievement and within freedom of curriculum. Personal reasons often include self-actualization as many expatriates do not plan on having teaching as a lifelong career. Since they are expatriate teachers, the typical idea of individualist countrymen not feeling personally tied to work is overcome by expatriate need to create relationships in a new environment. Some insights are offered in expatriate view of school policy and philosophy and ways management can better retain teachers or hire teachers suited for their specific needs.

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