High employee turnover in the apartment rental housing management industry is a critical issue. Employee turnover is very costly to organizations in all industries. One factor, which may lead to employee turnover, is an employee's perception of training benefits. The purpose of this quantitative, explanatory, nonexperimental, cross-sectional, survey study was to analyze employee turnover in the rental housing management industry by assessing the relationship between employees' commitment to the organization and employee training. The research literature on the theory of organizational commitment indicates a gap in organizational and management research regarding the research problem in this study concerning the turnover rate of employees in the apartment rental housing industry. The research literature has identified a relationship between organizational commitment and employee training, but the research literature was nonexistent for Meyer and Allen's (1984) conceptualization of organizational commitment modeled for apartment rental housing professionals. Therefore, a direct comparison of findings from the current study with findings from the literature was not possible. Through multiple linear regression, the goal of this study was to examine the relationship between employees' commitment to the organization, employees' perception of the benefits of training, and demographic characteristics. The findings of the study are indicative that a relationship exists between training and organizational commitment in the rental housing management industry. The only employees' perception of training variable that was a significant predictor of employee commitment was personal related benefits of training. One recommendation for future research is to investigate a possible connection between employees' organizational commitment to the organization and other variables, such as salary, job satisfaction, and supervisory support.