The purpose of this study was to investigate the relation of Job Satisfaction andEmployee TurnoverrnIntention at Addis Ababa University taking the College of Business and Economics as a case. Arnconcurrent mixed research design was used to achieve the purpose of the study. The study userndescriptive methods to describe the phenomenon related to employee turnover intentions andrncorrelation methods to analyze the relationships that exists between job satisfaction and turnoverrnintention of employees at Addis Ababa University given the settings of public organization. On top ofrnthis, the research sample was composed of 250 Academic and Administrative Staffs from the Collegernof Business and Economics at Addis Ababa University. These samples were drawnfrom the totalrnpopulation using proportionate stratified sampling techniques for selection of sample respondentrnfrom the academic staffs at each department as well as from the administrative staffs using arnsystematic random sampling technique. Moreover, the data gathering tools for this research werernquestionnaire, interview and document analysis. Consequently, the job satisfaction score wasrnobtained by administrating the job satisfaction survey questionnaire (JSS) of Specter (1997). Datarncollected using these instruments were analyzed using descriptive statistics. Besides, correlationrnanalysis were used for the quantitative data. Finally, the study revealed that there was a weekrnstatistically significant negative correlation between dimensions of job satisfaction and turnoverrnintention except for pay and promotion variables.The findings show that pay and promotionrnpredictors have a negative relationship with turnover intention for the academic staff, whereas forrnthe admin staff these variables have a positive relationship with turnover intention. Generally, basedrnon the results of the study, it was concluded that the domain of extrinsic job satisfaction emerged asrnthe strongest predictor and intrinsic job satisfaction as the second predictor of the employeeâ€™srnturnover intention.Although the pay and promotion factor has relatively high relationship with thernturnover intention of the employee at Addis Ababa University, the organization should not deny thernimportance of this factor. The reason to force organization to emphasize these factors is supportedrnby the research done by Newman and Hodgetts (1998) among the hospitality associates found thatrngood wages are the top work factors that influence the motivation of the employees.