Turnover is a prominent issue as organizations seek to retain quality personnel in the face of shortages in skilled and experienced labor. However, prior research in the area has produced mixed results which may be in part due to difficulties in operationalizing related constructs and moderators. In addition, the COVID-19 pandemic caused an unprecedented employment crisis all around the world. Grounded in social exchange and reciprocity norm theories, this study provided additional evidence on the relationship between perceived organization support and job embeddedness on turnover intention and the tested moderating effect of the demographic factors of gender, age, and race on proposed models. Second, this study evaluated the impact of benefits on perceived organizational support. Third, this dissertation provided insight into how an employees’ perception or stress related to COVID-19 impacted turnover intention and employees’ productivity. This paper utilized survey data collected from employees in various industries including accounting. The hypotheses were tested using R and R studio statistical software. While the results did not confirm interaction effects from the variables tested, the results did affirm the impact of perceived organization support and job embeddedness on turnover intention. Results also provided evidence of the impact of COVID-19 to turnover intention and the impact of benefits use and benefits needed on perceived organizational support.