Outdoor adventure education (OAE) organizations continually struggle with voluntary turnover of OAE field staff. The unconventional work environment of this unique population creates challenges and difficulties that lead to turnover. The purpose of this study was to explore the relationships between turnover predictor variables and intent to turnover (IT) of OAE field staff. The five predictor variables chosen were (a) tenure, (b) career development opportunities, (c) sense of community, (d) compensation satisfaction, and (e) burnout. Results suggest that compensation satisfaction's "pay" subscale and "sense of community" were significant negative predictors of IT. These findings provide evidence for turnover predictors unique to OAE field staff. Additionally, these findings can aid OAE administrators in prioritizing time and resources when combating employee turnover.