This study aims to explore the impact of human resource management practices in the public sector on the turnover intention of contracted employees, and the mediating effect of job satisfaction between human resource management practices and turnover intention. Taking contracted employees in New Taipei City as the research object, using the intentional sampling method was used for data collection, a total of 472 valid questionnaires were recovered, and SPSS and AMOS statistical analysis software were used for data analysis and processing. The research findings are as follows: (1) perceptions of human resource management practices, job satisfaction and turnover intention are moderate ; (2) better perceptions of human resource management practices are associated with lower turnover intention; (3) better perceptions of human resource management practices are associated with higher job satisfaction; (4) job satisfaction has a significant negative impact on turnover intention; (5) job satisfaction has a partial mediating effect between human resource management practices and turnover intention. Specifically, in the public sector, it is recommended to enhance contracted employees' perceptions of human resource management practices, and continuously improve personnel's job satisfaction. This approach can mitigate turnover intention and have a certain degree of effect on retaining employees.