Several studies have found that hospitality industry become one of the industries that have a high employee turnover rate. The high employee turnover rate will affect the quality of services and costs from turnover and employee recruitment. Measuring employee turnover intention is needed to predict the actual turnover rate. The purpose of this study is to examine the influence of organizational commitment (i.e affective commitment, normative commitment, and continuance commitment) on turnover intention. The data were analyzed using multiple linear regression analysis. The results indicate that 1)Affective Commitment had no significant effect on Turnover Intention; 2)Normative Commitment had negative significant effect on Turnover Intention; 3)Continuance Commitment had negative significant effect on Turnover Intention; 4)Affective Commitment, commitment Normative, and Continuance Commitment simultaneously had negative significant effect on Turnover Intention. The findings of this study indicate that employees of Swiss-Belinn Malang have a high affective commitment, but still have the possibility to change jobs if there is a chance to get a better job.