The purpose of this quantitative correlational study is to determine if employees’ intentions to resign vary depending on generational cohort classification of age or values, and to determine if the relationship between perceived leadership styles and intent to quit are moderated by generational classification (age or values) among licensed physical therapists (LPTs) in the United States. The study includes four research questions and responses from 137 randomly selected LPTs. Hypothesis 1 was tested using Pearson’s correlation coefficient. Hypothesis 2 was tested using stepwise multiple regression analysis. Hypotheses 3 and 4 were tested using multiple linear regression analysis. The findings of the study reveal that two of the interactions are statistically significant. The interaction between age and the modeling the way leadership style score (p = 0.005) is statistically significant, suggesting that age moderates the relationship between anticipated turnover and leadership style. The current research suggests that as cohorts age, the tendency to quit increases but can be reduced by lowering the modeling the way leadership style. The relationship between “influence and advancement” and the challenging the process leadership style score (p = 0.011) is also statistically significant. The statistical significance supports the conclusion that work values influence the relationship between anticipated turnover and leadership style. The study shows that a leader can reduce the effects of the “influence and advancement” work value on intention to quit by adjusting his or her challenge the process leadership style.