This paper aims at determining the relationships between strategic training practices, turnover intention, and organizational commitment. The study sample comprised 301 employees from universities of medical sciences in Iran. Multiple and simple linear regression and path analysis were used to test the direct and mediated relationships among the variables. The survey results further demonstrated that organizational commitment is a partial mediator between strategic training practices and turnover intention. This study highlights the importance of strategic need assessment in order to foster organizational commitment. These findings have important practical and theoretical implications. Firstly, managers will not be able to foster commitment through human resource practices unless they recognize and appreciate which needs are valued by employees. Secondly, the results provide evidence in favor of managerial interventions aimed at enhancing organizational commitment and, consequently, minimizing the negative effects of an actual turnover in the universities of medical sciences in Iran