Abstract: The success of any organization including entrepreneurial organization depends on attracting and retaining the most valued employees through critical strategic human resource processes as studies indicate that employee’s turnover is expected to increase worldwide. This study investigated factors which are strong predictors of employee turnover intention. The relations between perceived justice, prestige, career development and turnover intention were investigated. Furthermore, the extent to which these variables predicted employee turnover intention was also examined. A cross-sectional survey design was used to collect data from the respondents. A stratified random sampling method based on accessibility and popularity of small and medium enterprises was utilized in selecting 349 respondents. The results indicate that there were significant negative relationships between perceived prestige and turnover intention (R = -0.25, p<0.01) and career development and employee turnover intention (R = -0.56, p<0.01). Perceived justice did not significantly correlate with turnover intention. The three variables jointly predicted turnover intention (F (3.345) = 60.29, p<0.01) accounting for 34.4% of its variance. Also, perceived prestige (β = -0.18 and p<0.05) and career development (β = -0.54 and p<0.01) independently predicted employee turnover intention. Findings, suggest that turnover decisions among small and medium enterprises employees is about the individual’s perceived prestige and career development.