The aim of this research is to determine the relationships between organizational commitment, turnover intention and career management. The realization of organizational commitment can enable the effective implementation of career management. It can be thought that career management practices will reduce the intention to leave the job. A career is a learning process that encompasses the progress and development of a person's entire life. When the employee is satisfied with the learning process in the organization he is working in, he adopts working towards the goals of the organization, otherwise his commitment to the goals of the organization decreases and he considers leaving the job.
Since it was aimed to determine the relationships between the variables in the research, the relational survey method was applied as a type of causal research. In line with the preferred method, data were collected by arranging a questionnaire. A questionnaire was applied to the employees of the glass producing business located in Kocaeli-İzmit Körfez industrial zone. Participants were selected with the convenience sampling method. The number of participants included in the analysis is 198. Organizational career management scale, organizational commitment scale, and turnover intention scale were used as data collection tools. The obtained data were analyzed with the 20th version of the IBM SPSS package program and the AMOS24 program. The analyzes started with exploratory factor analysis and the suitability of the sample size for factor analysis was determined. After the exploratory factor analysis, confirmatory factor analysis was applied to the data. Normality test, mean, standard deviation and parametric tests were applied in data analysis. According to the results of the analysis, it was concluded that organizational career management affects intention to leave positively, organizational career management affects emotional commitment negatively, and emotional commitment affects turnover intention negatively.