Turnover intention has always been a problem in the organization. An increase in the intent to leave would mean a decrease in the achievement of organizational goals, vision and mission. This study aimed to ascertain a model that will explain the turnover intention of selected faculty members and its implication to the faculty development plan of the organization. A descriptive and causal research design was used in describing the turnover intention of faculty members and its relationship to organizational commitment, organizational climate and emotional competence. A total of 165 faculty members from the 10 randomly selected Higher Education Institutions (HEIs) in Davao City were the respondents using random sampling. Result of the study indicated that the faculty members are emotionally competent, fairly committed and the schools have a positive climate. Moreover, the faculty members are doubtful of leaving the organization. Furthermore, the faculty members’ turnover intention significantly differs in terms of sex and civil status. All these revealed a model in which 21% of the variances of turnover intention can be attributed to the latent variable organizational climate and mediating variables emotional competence and organizational commitment. Thus, it is necessary that faculty development initiatives should be directed in improving the organization’s climate, as well as the emotional competence and organizational commitment.