The purpose of this research is to analyze the influence of job satisfaction (X1), organizational commitment (X2) and person-job fit (X3) as predictor variable individually and simultaneously on turnover intention (Y) as the criterion variable and to find out how many contribution of all independent variable to dependent variable. The analysis methods of this research are The Classic Assumption Test, Multiple Regression Analysis and Coefficient of Determination. Before analyzing process, the data had been tested using validity and reliability test. The respondents of the research are 96 respondents with Likert Scale as the measuring scale in the questionnaire. The result of hypotheses test showed that job satisfaction negatively and significantly influence on turnover intention because the significance (0.000) was less than 0.05 and tcount (8.188) > ttable (1.66159). Second X variable, it is organizational commitment negatively and significantly influence on turnover intention because the significance (0.001) was less than 0.05 and tcount (3.303) > ttable (1.66159). However the last X variable, it is person-job fit. This variable negatively and significantly influence on turnover intention because the significance (0.005) was less than 0.05 and tcount (2.875) > ttable (1.66159). While simultaneously, the independent variables (X1, X2 and X3) gave influence on turnover intention because Fcount > Ftable (74.220 > 2.70). The result of multiple analysis regression was Y= 27.804 – 0.289X1 – 0.115X2 – 0.188X3. This equation showed that all regression coefficients were negative. It means that if job satisfaction or organizational commitment or person-job fit was increase, then turnover intention would decrease. The Constanta of regression was 27.804, that number showed the level of turnover intention when level of job satisfaction, organizational commitment and person-job fit ignored or zero. While the coefficient of determination was 0.698 (69.8%). It means that job satisfaction (X1), organizational commitment (X2) and person-job fit gave contributions to turnover intention of 69.8% and 30.2% were influence by others variables that were not described in this study.