<![CDATA[This study analyzes the effect of commitment-based human resource (HR) planning practices on employee turnover, with affective commitment as a mediating variable among micro and small enterprises (MSEs) in Kendari City. The study employed a quantitative explanatory approach. Data were collected from MSE employees through questionnaires using a five-point Likert scale and analyzed using path analysis within a Structural Equation Modeling–Partial Least Squares (SEM-PLS) framework with SmartPLS. The results show that commitment-based HR planning practices have a positive effect on employees’ affective commitment. Furthermore, stronger affective commitment has a negative effect on employee turnover. The analysis also demonstrates that affective commitment mediates the relationship between commitment-based HR planning practices and employee turnover. These findings highlight that fostering employees’ emotional attachment through commitment-oriented HR planning practices can serve as an effective and relatively low-cost retention strategy for MSEs directly managed by their owners, particularly in addressing the challenge of retaining qualified employees sustainably.]]>
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