EXECUTIVE SUMMARY This thesis is mainly investigated the relationship between the HRM practices and turnover intention throughout organizational commitment. In the model, there are consisted of three major variables which are HRM practices, organizational commitment and turnover intention. In the HRM practices, there is also consisted of four variables which are selective staffing, comprehensive training, developmental performance appraisal and equitable rewards. Finally, the result shown that the HRM practices have a positive correlation with organizational commitment and its subset such as selective staffing, comprehensive training, developmental performance appraisal and equitable rewards also has a positive and significant correlation with organizational commitment. And finally the organizational commitment has a significant negative correlation with turnover intention. Therefore, it proves that the HRM practices have a correlation with turnover intention throughout organizational commitment. And the result also indicated that HRM practices such as comprehensive training and equitable rewards have a greater impact to commitment than the other two variables. The samples which are mainly collected in the hotel and gaming industry in Macau. 199 samples are collected and the result is analyzed by SPSS. The research findings were satisfactory. A discussion on the findings and limitations in this study is also presented. Finally, some implications and future research are addressed.