The authors present the outcome of an empirical study carried out to examine the relationship between workplace relations and performance with the mediating role of turnover intentions. The authors surveyed IT-enabled sector employees to measure four reflective constructs: performance, workplace relations, turnover intentions-subjective social status, and turnover intentions-organization culture. A total of 303 valid responses from the survey were subjected to structural equation modeling analysis. The four reflective constructs were measured using 20 items; however, four items, one item each from performance, workplace relations, turnover intentions organizational culture, and turnover intentions subjective social status, were dropped from the study because their factor loadings were <0.50. The structural model assessment indicates that 53% of the variance is accounted for by the three independent variables of workplace relations, turnover intentions, organizational culture, and turnover intentions, subjective social status, on employee performance. Workplace relations and organizational culture are statistically significant and influence the outcome of employee performance. The mediation analysis revealed that the turnover intentions component of organizational culture partially mediated the relationship between workplace relations and employee performance. The authors suggest enhancing organizational culture and workplace relations to mitigate the problem of employee turnover intentions.