It is crucial to study the factors affecting employee's turnover intentions to lessen the turnover rate that affects companies, groups, and individuals. Although organizational mobility preferences could explain employee's turnover intentions in an organization, a limited number of studies that can explain the psychological process of the relationship between organizational mobility preferences and turnover intentions currently exist. For the current study, data was collected from 178 participants using questionnaires, which were analyzed using Hayes' PROCESS macro. Findings indicate that organizational mobility preferences have an indirect effect on turnover intentions through affective commitment. The implications of this finding and additional suggestions for future research are included in this paper.