This study provides tenets that guide a wide range of researchers, industry practitioners, and academics in order to work multifaceted environment of workplace ostracism, work engagement, and turnover intention. The prevalence of turnover intention has received critical attention among Human Resource practitioners as the alarming statistics nowadays allude to global epidemic of actual turnover. High turnover can be costly to any organization. Therefore, this issue needs special attention as it may impact the company’s bottom line. Based on the research philosophies of positivism, this study employs a deductive approach or quantitative research design. This shall provide empirical evidence of the effect of ostracism on turnover and moderated by work engagement. Based on the available literature, a comparative analysis of different experiences with ostracism and turnover from diverse background studies has shown their adequacy for the requirement to involve work engagement as the mediator. This study only looking from East Culture’s perspective which is the Malaysian Private Higher Education Institutions (MPHEIs). It is a cross-sectional, which prevents examining the evolution over time of the phenomenon under investigation. Many studies have examined the antecedents of turnover intention, however, the effects of relational experiences at work on turnover intention amongst junior employees have not been fully explored.