This study examined the factors determining the turnover intention of lecturers in private universities in Malaysia. A total of 253 lecturers from private universities around the Klang Valley participated in the questionnaire survey. Six constructs - job security, supervisor support, compensation satisfaction, job autonomy, key performance indicators (KPI) achievability, and job satisfaction - were identified using social exchange, equity, expectancy and Herzberg's two factor theories. Descriptive statistics and multiple regression methods were used in analysing data. Results revealed that only four factors: compensation satisfaction, job autonomy, KPI achievability, and job satisfaction explained turnover intention. By understanding the factors that lead to employee resignation, it is hoped that universities would reduce lecturers' turnover intention by introducing relevant retention strategies.