Studies indicate that the costs resulting from voluntary turnover range from 93 to 200% of the annual salary for a single position, besides intangible losses for teams and individuals. The present study tested an explanatory model of turnover intention and a predictive model of voluntary turnover behavior among Brazilian employees. Participants were 379 employees (52% male) between 23 and 55 years old (M = 34.3). The results of the linear and logistic regression analyses indicated that the motives for turnover intention and behavior differ and that variables controlled by organizations, more than contextual or individual ones, lead to voluntary employee turnover.