Our research focused on the development of a conceptual model of the turnover intention of part-time sales associates working in apparel retailing to enhance understanding of the issue and thus, provide information to apparel retailers to curtail the loss of human resources. The model consists of input variables and outcomes. Input variables were personal characteristics, work engagement, and work effort. Outcome variables were job performance, job satisfaction, burnout, and employee turnover. A convenience sample of 294 part-time workers completed an online questionnaire. Structural equation modeling was used to test hypotheses regarding antecedents to turnover intention. This study revealed that self-efficacy and work competencies indirectly influenced intention to turnover because they influenced work engagement, which in turn positively affected work effort. Work effort and work engagement directly influenced job performance, which in turn impacted job satisfaction. The data also indicated a negative relationship between job satisfaction and burnout. Burnout had a direct influence on turnover intention. As a research limitation, our data came from a purposive sample. A random sample of part-time associates is needed to generalize findings. This study provides numerous implications for future research with regard to additional variables impacting work effort, work engagement, job satisfaction, and turnover intention.