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Turnover is a major issue for organizations, including public sector organizations. The purpose of this study is to investigate the effect of human resource practices on turnover intention and to examine the mediating effect of burnout on the relationship between the human resource management practices and auditor turnover in XYZ institution. Prior HRM practices-employee turnover studies mostly have been from the HR manager-s point of view. This study takes a different approach and examines this relationship from an employee-s point of view. Internet-based questionnaires were used to collect the data from 200 auditors working in a government institution as external auditors. Data analysis was conducted on the Structural Equation Model (SEM) using path analysis and LISREL 8.8 application with the presence of the mediation effect. The study found not only that the HRM practices lower employee turnover intention but also-this relationship is partially mediated by burnout. The results of this study are not only supported that organizations should focus on employee perceptions of the organizations- HRM practices but also indicated that human resources should go beyond establishing policies and procedures to provide an employee-friendly work environment.