Since 2004, labor shortage has become prominent and it is the reality that China’s economy must face. Under this condition, it is of great significance to discuss the turnover intention of peasantworkers, an area that has been virtually not studied yet. This study was based on the survey of more than 2,000 peasantworkers in the Pearl River Delta and Yangtze River Delta in 2010, conducted jointly by the Department of Sociology and Social Work of Sun YatSen University and the Department of Sociology of Shanghai University. The focus of the study was to discuss the turnover intention of peasantworkers according to the perspectives from the theory of job embeddedness. Our analysis revealed that 65.4 percent of the peasantworkers intended to leave in the next five years, with the second generation of peasantworkers having a higher intention to leave, those in the Pearl River Delta wanting more to leave than those in the Yangtze River Delta, but married couples, especially when both in the same city, having lower intention to leave. What had led to the peasantworkers’ desire to leave?The logit regression model found that job embeddedness had a significant effect on peasantworkers’ intention to leave. To be specific, the higher the connection between the job and nonjob areas, fitness, and investments, the lower turnover intention of the peasantworkers. Putting the job embeddedness theory and the reality of the Chinese peasantworkers’ employment relationship together, this paper concludes that the current peasantworkers’ employment relationship is of disembedded nature. The paper further tries to describe the definition, dimensions, and consequences of disembedded employment relationship, which is seen in the three aspects of work, communities, and institutions. Specifically, this means that the subjects, forms, and contents of employment relationship are no longer constrained by the interpersonal relationships, organizational structures, or institutional arrangements inside the workplace; nor by the social connections across communities and cities, cultures, social structures, or public services outside the workplace. These are the main reasons for the high turnover intention and turnover rates of peasantworkers.