This study aims to examine the relationship between the counterproductive work behavior and turnover intention in sports organizations. This research employed descriptive and relational screening techniques. The study enrolled a total of 184 participants (94 females and 90 males) employed in sports organizations, and selected according to the convenience sampling method, which is one of the non-probability sampling methods. As the data collection tools, personal information form, Counterproductive Work Behavior Scale and Turnover Intention Scale were used. The statistical analysis of the obtained data was performed with percentage (%) and frequency (f) tests using SPSS 20 package program. Since the data were distributed normally, t-test and ANOVA test were used. In addition, Pearson's correlation analysis was performed to determine the relationships between the counterproductive work behavior and its sub-dimensions and the turnover intention. Significance level was accepted as p <0.05. According to findings; counterproductive work behavior in the sports organizations examined were found to be very low. Turnover intention was found higher than average. There is no relationship between the scales. Primary school graduate participants exhibit more frequently interpersonal counterproductive work behaviour. The contractual staff has more frequently organizational counterproductive work behaviour than permanent staff. The Turnover Intention scores of general services staff were also found to be higher than other employees.