PURPOSE
The aim of this study was to examine the relationship between job characteristics, organizational culture, job satisfaction and turnover intention, including the direct and indirect effects of the variables on turnover intention.
METHODS
A questionnaire was completed by a convenience sample of 144 nurses working for two public institutions. Data were analyzed using independent t-test, One-way ANOVA, Pearson correlation, Hierarchical multiple regression and Path analysis with SPSS/WIN 21.0 and AMOS 21.0 programs.
RESULTS
The mean score for job satisfaction and turnover intention was similar to that of other hospital nurses. The factors affecting job satisfaction were: position, number of job changes, relationship-oriented culture, and hierarchical-oriented culture(Adj. R2=.48, F=14.43, p<.001). The factors affecting turnover intention were: age, position, overtime, and job satisfaction(Adj. R2=.61, F=19.48, p<.001). Job autonomy and relationship-oriented culture had a significant indirect effect on turnover intention.
CONCLUSION
In developing intervention strategies to improve job satisfaction and reduce turnover intention there is a need to consider both the job characteristics and organizational culture of nurses in public institutions.

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