Majalah Ilmiah Bijak Vol. 18, No.2, September 2021, pp. 226 - 233 226 E ISSN 2621-749X http://ojs.stiami.ac.id bijakjournal@gmail.com Mediation Role of Organizational Commitments on The Influence of Rewards on Employee Turnover Intention Abdul Gofur 1 , Samsudin 2 , Munir Saputra 3 1,2,3 Institut Ilmu Sosial Dan Manajemen STIAMI, Jakarta, Indonesia 1 govhoer@gmail.com, 2 samsudin.stiami@gmail.com, 3 munir.saputra@stiami.ac.id * corresponding author INTRODUCTION Human resources have a major role in every company activity. Although supported by excessive facilities and infrastructure, but without the human resources support reliable activities of the company will not be resolved properly. One of the law firm K And K Advocates which is engaged in intellectual property and already has a big name in fact does not guarantee its employees to stay afloat, and this phenomenon identifies factors that cause the employee to leave. Mr. Denni Koswara as HRD K And K Advocates staff when interviewed explained that the phenomenon of turnover intention often occurs in his office. The percentage of employee turnover rates experienced a high level of fluctuation. Turnover data in 2017 is 5: 39 = 12.8%, turnover in 2018 is 6: 36 = 16.6%, turnover in 2019 is 7: 43 = 16.2%, and turnover in 2020 is 6: 43 = 14 ,2%. As a result of high turnover becomes a problem for the company because it can cause many losses such as the cost of recruiting prospective employees, training, adjusting new employees and various other matters related to human resource management practices. A survey of employees' assessment of organizational commitment is about 18% of employees who still need to be considered for the benefit of the company. One of the factors that influence individual commitment to the organization is the individual's expectations of the organization or company. Another factor that can increase employee commitment is the awarding of employees. Based on the statements above, the purpose of this research is to determine the effect of rewards on organizational commitment and their impact on turnover intention. ARTICLE INFO ABSTRACT Article history Received 2021-06-29 Revised 2021-07-31 Accepted 2021-08-25 This research aims to analyze the mediating role of Organizational Commitment (M) on the effect of Reward (X) on Employee Turnover Intention (Y) using quantitative research. Data were obtained through interviews and questionnaires. The sample method of this research is non- probability sampling and a saturated sample technique of 43 employees as respondents. Data processing uses validity test, reliability test, t test, and path analysis assisted by SPSS Version 22.00 and Lisrel 8.8 programs to prove and answer four hypotheses. The results of research are: 1) The level of Organizational Commitment (M) is 0.80 (0.8 2 x 100 = 64%) is directly and positively influenced by the variation of Reward (X), 2) The level of Turnover Intention (Y) is 0.49 (0.49 2 x 100 = 24%) is directly influenced by variations of Reward (X), 3) The level of Turnover Intention (Y) is -0.19 (– 0.19 2 x 100 = 3.61%) is negatively affected by variations of Organizational Commitment, 4) Reward (X) indirectly have no significant influenced on Turnover Intention (Y) of -0.15, T-count -0.97< 2.02 (t-table), although Reward (X) directly affect Turnover Intention (Y) but through indirect relationship Organizational Commitment (M) it turns out not significant. Keywords Reward, Organizational Commitment, Turnover Intention.