The purpose of this study is to identify the structural relationship among hotel employee's perceived underemployment, organizational commitment and turnover intention. Data were collected from the employees of five deluxe hotels in Seoul form September 20 to 22, 2012, and finally 241 questionnaires were analyzed. To test the hypothesis, structural equation modeling is employed. The results are as followed: First, perceived underemployment has a negative impact on affective organizational commitment and continuance organizational commitment. Second, perceived underemployment has a positive impact on turnover intention. Third, affective organizational commitment does not affect on turnover intention, but continuance organizational commitment affects on turnover intention. Base d on the findings human resource management practices to reduce perceived underemployment is discussed.