Intention to leave refers to conscious and deliberate willfulness to leave the organization. Job satisfaction and organizational commitment are the two most important factors which play an important role in determining employees' intention to leave their job. The aim of this study is to analyze the effects of job satisfaction, organizational commitment's components (affirmative, continuance, normative), perceived organizational support, and job stress on white-collar employees' intention to leave in Turkey. A structural equation-modelling approach was applied to identify the variables that significantly affect the intention to leave. Using LISREL, data collected from 225 employees were used to test the proposed model. Results indicated that seventy two percentage of white-collar employees' intention to leave is explained by job satisfaction, affective commitment, and normative commitment. Among them, job satisfaction has the strongest effect.