The objective of the study was to examine the effect of psychological contract operationalized in terms of transactional, relational and balance, transitional contracts on employee turnover intention in Amhara national regional state public sector bureaus. The study employed on explanatory and cross sectional research design due to its intent to find the effect of psychological contract on employee’s turnover intentions. Public sector bureaus populations of ANRS were 2847 employees. Stratified random sampling was used to sample 352 respondents who represented the total population of the study area. A quantitative approach was used and data were collected through questionnaires and analyzed using SPSS version 26 after coding and cleaning to eliminate any flaws. Data were analyzed using descriptive statistics, correlation, and multiple linear regression analysis. Pearson’s correlation coefficient was used to analyze the data. The findings revealed that psychological contract (transactional and transitional) positively and (relational and balanced) negatively tend to contribute significantly in determining employee’s turnover intentions. The results of the regression analysis model indicated that the four independent variables (transactional contracts, relational contracts, balance contracts, and transitional contracts) explain about 70.9 percent of the variation in the level of employee turnover intentions. Based on the findings, the study recommends, the management body should improve mutual trust, employee involvement, secure the wellbeing of employee, communication with employees so that they understand the company's strategic direction, goals, and objectives. This has the potential to reduce skepticism and uncertainty so as to maximize the reduction of the employees’ turnover intention.