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Employee turnover has always been a major concern for managers. Despite the vast academic attention the turnover process has received, the explanatory power of turnover models generally yields disappointing results. This research attempts to clarify the ways managers can play a role in retaining employees. Furthermore, it sheds a light on personality traits influences on the relationship between intentions and turnover by investigating the role of self-regulatory focus (the process of aligning oneself to appropriate goals or standards) in the turnover process. Although personality traits have been widely studied in turnover research, the role of motivational principles guiding the direction of action taken has yet to be dealt with. With the inclusion of these factors, the author aims to render a more thorough insight into the turnover process.