This study is to determine the effect of talent management and global mindset on organization commitment and its impact on turnover intention. The object is the Aceh Women Empowerment and Children Protection Board (BP3A), as a Government organization in province level, which is located inorganizational commitmentg technique used in this study is the "census" method so that the sample is as much as 146 respondents. To test and analyze the data, the Patial Least Square (PLS) is used. The result shows that: talent management has a significant effect on organization commitment; talent management has a significant and negative effect on turnover intention; global mindset has a significant and positive effect on the organization commitment; global mindset has a significant and negative effect on turnover intention, and; organization commitment does not have a significant effect on the turnover intention. Especially for the talent management that has a significant effect on turnover intention, and also for the global mindset that has a significant effect on turnover intention, these both have a negative effect. This verification research integrates the causalities among variable based on the previous theories, and verify it to be new premise. This is verified by PLS technique with research model developed, new time and new object. The limitation lies in the number of variables and object. The result contributes to science development and this can update the causality theories to be a base for further researcher to develop new models. This is also as a reference for the practical managers to pay more attention related to the variables, to develop the right policies in their organization

{"references": ["Aksakal, E., Da\u011fdeviren, M., Eraslan, E., & Y\u00fcksel, \u0130. (2013). Personel Selection based on Talent Management. Procedia - Social and Behavioral Sciences, 73, 68\u201372. https://doi.org/10.1016/j.sbspro.2013.02.021", "Alnia\u00e7ik, E., Alnia\u00e7ik, \u00dc., Erat, S., & Ak\u00e7in, K. (2013). Does person-organization fit moderate the effects of affective commitment and job satisfaction on turnover intentions? Procedia-Social and Behavioral Sciences, 99, 274\u2013 281. https://doi.org/https://doi.org/10.1016/j.sbspro.2013.10.495", "Armstrong, M. (2006). Strategic Human Resource Management-A Guide to Action 3rd Ed (3rd Editio). Retrieved from http://repository.umpwr.ac.id:8080/bitstream/handle/123456789/521/Strategic Human Resource Management -A Guide to Action 3rd Ed.pdf?sequence=1", "Arora, A., Jaju, A., Kefalas, A. G., & Perenich, T. (2004). An exploratory analysis of global managerial mindsets: a case of US textile and apparel industry. Journal of International Management, 10(3), 393\u2013411. https://doi.org/https://doi.org/10.1016/j.intman.2004.05.001", "Beamish, P. W., Killing, J. P., Lecraw, D. J., & Morrison, A. J. (1994). International Management (Burr Ridge, IL: Irwin)"]}