Employees’ turnover intention has always been a key concern facing organizations. This study explored the differences between transformational and transactional leadership styles regarding employees’ turnover intention. This qualitative study is based on semi-structured interviews conducted with 6 senior-leader of the private sector in Thailand. The result of this study found that the transactional leadership style has more effect than the transformational leadership style. The study reveals how such factors as transactional or transformational leadership styles does affect employees’ turnover intention. Although transformational and transactional both have effects regarding employees’ turnover intention, a fruitful finding from this research gives managers ideas on how to prevent a valuable resource from leaving the company.