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The main objective of this study was to investigate determinants of employee turnover intention among Assosa University academic staff. In order to achieve the objectives of the study explanatory research design and quantitative approach was employed. The target population of the study was all 860 academic staffs and a stratified sampling technique was employed to select sample respondents. The data for the research was collected through a structured questionnaire from a sample of 273 respondents. The data collected through questionnaire was analyzed through the statistical package for social science (SPSS) version 23. The data was analyzed with a descriptive, correlational, and regression analysis statistical analysis. The correlation result indicated the existence of a negative significantly association between job satisfaction, organizational commitment, the nature of work environment, and turnover intentions among the academic staffs. Also, there exists a positive significant association between the level of job stress and the academic staff turnover intentions. However, there was no any significant relationship between the nature and characteristics of the job and the academic staff turnover intentions. Therefore, in order to reduce the high turnover intentions and to retain the academic staffs in the university supervisors and top management bodies should show to employees a higher level interest, concern, clearly indicate and communicate what is expected from the staff, given a responsibility that fits their capabilities, and provide regular positive feedback and recognition for their performance.
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