Glaser states that this method is designed to develop existing theories to be more applicable with the times. The sampling technique used snowballs and produced samples of 5 people. Data collection was in the form of interviews with 5 (five) SPG Matahari Thamrin Plaza employees with different position qualifications and salaries. The results of the research and discussion that has been discussed, several conclusions can be drawn about the process of turnover intention so that it can be explained the factors that affect exit intentions, the impact of turnover intention, and the reasons employees persist even though they have turnover. Factors that cause turnover include: Desire to quit, Desire to find another job, Desire to leave work such as distance from work to work, level of education, taking time outside working hours, old employees have left, and poor communication between employees. Turnover intention causes a negative impact on employee behavior at work. This negative impact is shown by changes in employee behavior.