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This study investigated the determinants of job turnover in a developing economy like Bangladesh where skilled workers are relatively sparse, but unemployment is pervasive. Data pertaining to wage, demographic characteristics, organizational commitment, career opportunity, job satisfaction, job security, turnover intention and actual turnover of 453 employees of banking, telecommunication and university faculties were examined. All the determinants of turnover variables were found to have the expected sign, but the level of significance varies significantly among different professionals. Wage rises in intrasector, lack of organizational commitment and higher future opportunities of career increase the probability of job-to-job mobility. Aging is inversely related to job turnover, but experience is positively related to productivity and hence, turnover also. Position in the firm only matters for banking sector employees. Job security was found to have a stronger effect on job turnover than job satisfaction in case of banking sector and telecommunication sector employees. We found a strong inverse relationship between turnover decision and non-work activities (a good proxy for leisure). Thus, inter-temporal substitution effect of labor-leisure combination should be considered carefully by the policymakers in formulating the worker’s working hour and wage setting. Proper strategies in this regard could easily mitigate the adverse effect of job-to-job mobility and thereby, lead to a stronger effect of dissatisfaction on job search.