The purpose of this study is to find the effect of corporate brand cognitions on the turnover intention of employees as well as the moderating effect of the job fitness between them. The corporate brand cognitions consist of three constituents of economic value, career developmental value and social value. This study has reviewed the preceding researches and theories to identify the concepts of corporate brand cognitions, job fitness, turnover intention and the ingredients of corporate brand cognitions and the influence factors of turnover intention. This study has conducted an empirical testing on employees from the companies in Shanghai, Hubei, etc, and used spss23.0 to carry out the data analysis with the collected data. The results of this study can be summarized as follows. The assumption that job fitness has a negative effect on the relationship of corporate brand cognitions and turnover intention is invalid. Beyond that other assumptions are proved tenable. So job fitness has no impact on the relationship of economic value and turnover intention. According to the assumption 1,2,3, it is known that with the difference of economic value, career developmental value and social value, corporate brand cognitions have negative effect on employees’ turnover intention. In addition, according to the assumption5,6, it is verified that with the difference of career developmental value and social value, job fitness has negative impact on the relationship of corporate brand cognitions and turnover intention. In the conclusion, by this study some enlightenment can be obtained as follow. First, companies should project a stronger brand image in the labor market in order to obtain more talent and provide fair pay treatment for the older employees to retain them. Second, when companies formulate strategies about human resources, they should think about how to balance the relationship between employees and supervisors to reduce losses from the outflow of talent. At last, when companies hire new employees, they should try to choose the very best people whose abilities suit with the positions, and provide induction training for new employees to increase their job fitness.