Successful organizations strive to solve the perennial problem of employee turnover drawing their focus on factors which are considered responsible for it. The present study aims to determine the perception of employee turnover intentions and its relationship with organizational climate. The sample consisted of 509 respondents working in 10 large scale food processing companies of Punjab. The data was collected using a single structured questionnaire and was analysed using Pearson product–moment correlation and multiple regression analysis. The findings of the study have indicated a moderate level of employee turnover intentions prevailing in the large scale food processing companies of Punjab. A strong negative correlation has been observed between overall organizational climate and turnover intentions (r = -0.603, p<.01). Further, the result of multiple regression analysis has shown that the dimensions of organizational climate such as supervisory support, clarity of organizational goals, participation, welfare, training, pressure to produce, efficiency, integration, performance feedback and autonomy have significant impact in determining the employee turnover intentions.