The Anti-Corruption Commission (ACC) of Bhutan has been facing serious problem of turnover. Since its inception in 2006, numerous employees have left ACC for various reasons. This study aimed to identify the factors affecting the turnover intention of employees in ACC of Bhutan. A total of 32 employees, 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 are also discussed.