The purpose of this study was to examine how turnover intention relates to the attitudinal variables of organizational commitment and job satisfaction. We highlighted three specific facets of job satisfaction-personal development, human resources policy, and supervision-in a research context of Thailand, an important emerging market. A Thai company that operated a business in the fishing industry participated in this study, and the sample consisted of 255 employees who had worked for the

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... at least 3 months. The results of our analysis using a structural equation model indicated that Thai employees' satisfaction with supervisors significantly affected turnover intention, while personal development and human resources policy indirectly influenced turnover intention through organizational commitment, which strongly mediated the relationship. Based on these findings, we concluded that the specific job satisfaction facet of supervision tends to be a direct determinant of turnover intention, while the two facets of personal development and human resources policy are likely to be an indirect determinant mediated by organizational commitment. JEL Classification: M540