The Anti-Corruption Commission (ACC) of Bhutan was established on January 4, 2006 with the mandate to prevent and combat corruption in Bhutan. The ACC functions in accordance with Anti-Corruption Act of Bhutan 2011 and its principal functions are, a) to prevent corruption by addressing systemic flaws, b) to create public awareness on corruption through education and advocacy, and c) to investigate corruption offenses. Ever since its inception, recruitment and retention of personnel has been the biggest challenges facing ACC. In the year 2013, when the ACC reported to the parliament, the attrition rate was 16.2%. This has gravely impacted the performance of the ACC, especially leading to huge backlog of cases, which is building public resignation. This study aimed to identify the factors affecting the turnover intention of employee in ACC of Bhutan. A Total of 32 employee, who were willing to take part in this study, were interviewed. The sample which constituted the senior officers, officers, and supporting staff were chosen using quota-sampling method. Qualitative content analysis was employed as the analytical tool for the study. The results indicated that job stress, lack of long-term training and development opportunities, small society impact, and work-family conflict were the determinants of turnover intention of employees of ACC. Managerial implications, limitations of the study, and suggestions for future research are also discussed.