The trend of employees leaving a company and recruiting of new employees has become a global issue in many organizations worldwide. This recurring situation, know as employee turnover, has brought to the concern of human resource managers, especially in Asia and Malaysia is no exception to this perturbing situation. High turnover rate is considered a major disadvantage to any organization considering the cost of replacement and work disruption. Losing good employees can negatively affect an organization’s competitive advantage, lowering the morale of other staff, as well as reducing productivity and work quality. Several factors contribute to the employee’s decision to leave a job. They include management, organizational configuration, an employee’s attitude and potential, external job demands, employee’s own assessment of job related organizational decision, pay, job satisfaction, experience in the organization, job enrichment, job stability, job prospects, pay compensation, social support of the supervisor and organizational politics. These strong factors may cause behavioural inclination that influences the evaluation of one’s job satisfaction to remain in the organization hence. Thus, his paper tries to explore a possible factor that can give significant impact to turnover intention of employees in an organization. Base on a review of the literature, majority of the studies had identified a negative relationship between leadership style and employees’ turnover intention in various fields of industries. The objective of this study is therefore, to investigate the implication of transformational and transactional leadership styles on turnover intention.